Job analysis in the company

The management of human resources is inherent to the main integration element of today's society: the organization, they are made up of people, the same who are the fundamental part of the organization, who allow continuous development to achieve the proposed organizational objectives, which They will help to achieve the goals set.

The activity of the Human Resources department is based on the information available regarding jobs, these constitute the very essence of productivity

The study of job analysis is essential as it is characterized by constituting the fundamental support that allows the other proper (typical) human resources processes to be triggered with guarantees.

JUSTIFICATION

The study of job analysis is important, because it allows establishing the functions, tasks and activities that the human resource will carry out in their position. An inadequate job analysis can be detrimental to the organization because the activities are not well defined, the human resources subsystems will have shortcomings and the objectives set by the organization will not be achieved.

When the competences, skills and knowledge of a person coincide with those required by the job and also their interests, desires, lifestyle, etc. are compatible with the characteristics of the position, performance expectations are optimal.

Positions form the link between individuals and the organization. In this scenario the human resources department enters, those who help the organization to obtain and maintain a suitable workforce, those who work in the human resources department must possess a deep understanding of the job designs to achieve the proposed objectives.

The design of a position shows the organizational, environmental and behavioral requirements that have been specified in each case, the productivity of the employee, his satisfaction with the work he carries out and the difficulties in his daily work will provide a guide of how well designed the post is found. When a given occupation presents serious deficiencies in its design, phenomena such as high staff turnover, absenteeism, complaints, union protests, and sabotage frequently occur. However, not all positions lead to the same degree of personal satisfaction, not in all cases the design can be blamed for the negative behavior of people who have a certain role. These elements are related to efficiency.

Properly designed positions allow for optimal employee motivation and lead to optimal results.

OVERALL OBJECTIVE

Study and determine all the requirements, responsibilities included and the conditions that the position requires to be able to perform it properly.

SPECIFIC OBJECTIVES

Fair and equitable compensation, Placement of employees in suitable positions, Determination of realistic levels of performance, Creation of training and development channels, Identification of suitable candidates for vacancies, Planning of human resources training needs, Providing conditions that Improve the work environment. Evaluate how changes in the environment affect employee performance. Eliminate non-essential requirements and demands. Know the real human resource needs of a company.

XYZ COMPANY

CHARGE ANALYSIS

Area : Financial Department

Job Title: Financial Manager

Code: AD.DF.GF.01

GENERAL DESCRIPTION

The occupant of the position must plan, organize, direct and control the processes, projects, programs and financial actions aimed at obtaining positive results for the company.

You will have to make financial decisions and carry out the analysis, planning, decision making on investments and financing in the short and long term, will carry out the analysis of the financial forecasts and will prepare the financial plans and budgets of the company.

Main tasks:

Performs financial planning and analysis Makes investment decisions Makes financing decisions Transform financial information into a useful way to monitor the financial condition of the business.

Secondary Tasks

Manages the company's credit policy, through the reports presented to it Responsible for the management of the investment portfolio Manage financial performance evaluations

Occasional Tasks

Negotiates operating budgets Elaborates financial proposals to determine increases or decreases in production Arranges financing for investments of approved assets Coordinates consultants such as investment bankers and legal advisers

Requirements:

Professional Title in Finance or related careers

Specialized courses in investments and financial planning

3-year experience in holding senior management positions in the area

Critical spirit; High analysis and synthesis capacity; Visual acuity; Verbal fluency; Ability to prevent and adapt to various situations

Responsibilities

Carried out by the General Manager and the Meeting of Shareholders of the organization

XYZ COMPANY

CHARGE ANALYSIS

Area : Human Resources Department

Job Title: Human Resources Manager

Code: AD.DRH.GRH.01

GENERAL DESCRIPTION

Responsible for the administration of the organization's Human Resources Subsystems, seeking efficient and effective processes for continuous improvement

Will work directly with the General Management and executive levels of the organization

Main tasks

Control the policies to be followed organizationally with respect to the organization's Human Resources. Responsible for planning, organizing and verifying efficiency in the company's HR subsystems. Project and coordinate training and education programs for employees.

Secondary Tasks

Maintain an adequate work climate, ensuring the well-being of employee-company relationships Intercede for the good progress in labor contracts between employees and company Direct the administrative career system in the organization

Occasional Tasks

Inspect occupational health and safety standards.Mediate in conflicts between employees

Requirements

Title: Industrial Psychologist, Business Administrator or related careers.

Minimum 4 years experience in similar areas.

Extensive knowledge of labor laws.

High ability to relate to the various levels of HR in the company; Gift of command and participatory leadership; Verbal fluency; Adaptability to different work situations; High degree of responsibility; Balanced personality.

Contacts; Demanding discretion on the management of the different aspects of employees - company.

Normal desktop environment conditions, work for different levels of demand and a lot of discretion

Supervision Received

Made by the General Manager

XYZ COMPANY

CHARGE ANALYSIS

Area : Sales Department

Job Title: Head of Sales

Code: AD.DV.JV.02

GENERAL DESCRIPTION

Responsible for a certain number of salespeople, performs the management control of the salespeople, is in charge of the training of the department staff, prepares quantitative and qualitative reports regarding sales. Analyze the support material for sales, in collaboration with the marketing area.

Main tasks

Determination of sales quotas, of team members Supervision and control of sellers Control of team performance Preparation of reports of team activity Supervision of administrative tasks: Parties, contracts, collections, appointments, own sales objectives

Secondary Tasks

On-the-spot training for sellers Individual motivation of team members Customer character control (special loyalty attention) Visits to important customers

Occasional Tasks

Default management, ultimately your responsibility Handling claims regarding sales - customers

Requirements

Marketing Engineer or related degree

2-year experience in similar positions

Intangible sales specialization courses

Gift of command and participatory leadership; Verbal fluency; Balanced introversion; Critical and creative spirit; Attractive and courteous personality

Working conditions

Generally in collective rooms, adequate computer for database management

Supervision Received

Sales Manager

XYZ COMPANY

CHARGE ANALYSIS

Area: Financial Department

Job Title: Accountant

Code: AD.DF.CT.02

Manage an optimal accounting system for the company and in compliance

Organize the accounting of the company with the established norms that conform to the generally accepted policies, principles and standards

Main tasks

Develop the accounting of the company according to the accounting system Present monthly balances Make the appropriate transactions so that there is a fluidity in the bank accounts Make the monthly payments and payroll benefits of the company Study the values that constitute capital or that will intervene in the daily operations Determine the accounts of the company and its meaning; that is, prepare the Chart of Accounts and prepare the Instruction Manual Set the appropriate system to calculate the cost, replacement and sale prices, as appropriate Indicate the number of books, forms and records that must be kept, the information they must contain and their use Study and interpret the results obtained Debugging of accounts Payment of taxes and tributes

Secondary Tasks

Present information in a timely manner when requested by the General Manager or Financial Manager Perform bank reconciliations

Occasional Tasks

Establish payment schedules for both suppliers and employees The accountant records each of the transactions Kardex Management in the departments that require it Receive and review invoices, payment orders, purchase orders, income and expenses of the organization

Requirements

Intellectuals

Bachelor of Accounting and Auditing (CPA)

Experience 2 years similar positions

High knowledge of the Labor Tax Law, Social Security; Company Law, Company Law

Numerical agility; Visual acuity;

Aptitudes

Very discreet character and demanding accentuated dissertation in confidential matters

Skill for the use of computer equipment

Responsibility

Management of confidential documents of high priority for the company

Working conditions

Place away from noise, with high luminosity

XYZ COMPANY

POSITION ANALYSIS

Area: Systems Department

Job Title: Systems Analyst

Code: AD.DS.AS.02

Programming and administration of the company's database and operating system

In charge of analyzing the information systems and subsystems and processes of the organization to analyze the possibilities of solution, automate or computerize them

Main tasks

Analysis of the computer system and process of manual development of the system Manual update Development of flow charts process Delivery of the manuals and flow charts to the different departments Raise the service, company movements, transfer of values, network administration, peak hours of congested network, bottlenecks for information fast travel, enable resources for unused or overused, CD backup - ROOM

Secondary Tasks

Backup to tapes (floppy disks) Revision of the procedures manual

Occasional Tasks

User support Preventive maintenance for computers Visual programming CQL Server 7.0 or higher Internet knowledge

Requirements

6th level university, 1 year of experience

Excellent numerical agility; discretion about the management of processes that must be determined through flowcharts

XYZ COMPANY

POSITION ANALYSIS

Area: Sales Department

Job Title: Seller

Code: AD.DV.VD.03

General description

Responsible for advising the client, using the means and techniques at his disposal to ensure that this client acquires the product and service offered.

Main tasks

Consolidation of client portfolio Prospecting and attracting other clients Argumentation and closing of sales sufficient to meet the assigned quotas Presentation of the company in its field of activity

Secondary tasks

Preparation of quantitative reports that collect their activity and results. Preparation of qualitative reports that collect the movements of the competition, the vicissitudes of the market and the degree of acceptance of the products. Arrangement of visits. Demonstrations and tests.

Occasional tasks

Attention to fairs and exhibitions Correctly deal with incidents that occur regarding the product

Requirements

Marketing student or related career

Minimum experience of 2 years

Aptitudes

Attractive personality, very good presence, verbal fluency

High capacity for interpersonal relationships

Supervision.

Head of Sales and Sales Manager

XYZ COMPANY

POSITION ANALYSIS

Area: Department of Human Resources

Job Title: Secretary

Code: AD.DRH.ST.02

GENERAL DESCRIPTION

Write, schedule meetings, present visits and keep files of the organization's Human Resources Management

Main tasks

Receive, classify and distribute correspondence, relationships and impressions by noting your return and file it Write correspondence and texts Return texts and basic matters received for correspondence purposes and collection of relationships

Secondary Tasks

Answering the phone Reviewing and answering e-mail Sending correspondence through the courier Organizing and maintaining document files and generally confidential letters, agenda and records, determining their location, when necessary Preventing basic needs of the component such as: stationery, general services, facilities, requirements, requests, attending to act in minor positions that constitute details of the superior's task making suggestion and helping him Send fax

Occasional Tasks

Accompany your superior in meetings

Requirements

Second grade instruction; secretariat or its equivalent

2 years experience in similar positions

Attractive personality and cuts; very discreet and responsible character, good writing and spelling, manual dexterity, verbal fluency, associative memory of names, data and physiognomies, capacity for synthesis and analysis

High capacity for personal interrelationships, excellent abstract reasoning, notion of time and ability to prevent

Responsibilities

Contacts: Demanding discourse accentuated with confidential matters and tact to obtain cooperation; work where the required frequency of contacts is very high

Economy: Restricted; work that requires data retention, generally verifiable

Ambient conditions: normal desktop; I usually work in collective rooms

Supervision Received

Tasks varied in their details and sponsored in their essence; solving small problems; They require a wide margin of independent action and their own initiative, direct supervision of the HR Manager.

XYZ COMPANY

POSITION ANALYSIS

Area: Financial Department

Job Title: Biller

Code: AD.DF.FD.03

Cargo Analysis

Make payments of invoices delivered by the Accounting Department, on the days established for it

Main tasks

Issue invoices Collect the issued invoices Enter payment orders to the accounting system Make invoice payments

Secondary Tasks

Check that the invoices are correctly issued Petty cash management Petty cash box

Occasional Tasks

Telephone calls to indicate to customers that they should approach making payments Telephone calls to indicate to suppliers that they should approach to make payments

Requirements

Second grade instruction; accounting

2 years experience in similar positions

Attractive personality and cuts; very discreet and responsible character, good manual and mathematical skills, verbal fluency, associative memory of names, data and physiognomies, capacity for synthesis and analysis

High capacity for personal interrelationships, excellent abstract reasoning, notion of time and ability to prevent

Responsibilities

Contacts: Demanding discretion accentuated with confidential matters

Economy: High; work that requires data retention, generally verifiable

Ambient conditions: normal desktop;

Supervision Received

Tasks varied in their details and sponsored in their essence; solving small problems; require wide margin of independent action and own initiative direct supervision of the accountant

XYZ COMPANY

POSITION ANALYSIS

Area: Administrative Department

Job Title: Driver

Code: AD.DA.CF.05

General description

Driving and transferring personnel to different places prior to management's requirements, performing the respective vehicle maintenance

Main tasks

Transfer staff to different locations prior to the organization's requirements

Perform the respective maintenance of the vehicle

Secondary Tasks

Perform vehicle maintenance when warranted

Occasional Tasks

Make payments when the courier is not available

Requirements

Middle education Experience: 2 years minimum Professional driver Have basic knowledge of vehicle handling, mechanics, training courses Charge (personal stuff eventually)

Fitness: visual concentration

Working conditions:

Work outdoors

XYZ COMPANY

POSITION ANALYSIS

Area: Administrative Department

Job Title: Service Assistant

Code: AD.DA.AS.06

GENERAL DESCRIPTION

The purpose of the service auxiliary position is to carry out procedures inside and outside the institution, carry out cleaning tasks, carry out maintenance activities

Main tasks

Do the daily cleaning of the department offices Perform errands inside and outside the organization Collect and distribute mail

Secondary Tasks

Payment of basic services for the company Make bank deposits State bank accounts Payment of Social Security Contributions, Reserve Funds

Occasional Tasks

Review the electrical installationsMaintain maintenance within the department Tax Payment

Requirements

Middle education 6 months experience in similar tasks Correct interpretation of orders received

Aptitudes

Friendly person for the deal

Working conditions

In office and out of it

SALARY POLICY

Understanding as a salary policy to the set of principles that will help the orientation and philosophy of the organization, regarding the administration of remuneration.

All salary policy is dynamic because it has to change according to the different circumstances that may arise inside and outside the company.

Within the salary policy we have:

There is a classification of positions and salary scales for each type of position

The admission salary for qualified employees must match the lower limit of the salary scale

Forecast of salary readjustments, determined by collective contracts, or by executive order, can also be given by promotion, escalation, employee merits

All salary policy must take into account the personnel reward system such as: social benefits, incentives and incentives according to the performance of employees; stability in the company, growth opportunities

Seniority It is an additional benefit that all employees who have worked in the company for at least one year are entitled to.

Payment method: It is equivalent to 5% of the unified land for each year of service within the organization

The company will pay this item to employees who have a minimum of one year and a maximum of 25 years of service.

Family / Education.- It is an additional benefit that all employees working in the company are entitled to.

Payment method: It is equivalent to $ 1.12 for each family burden, understood as minor children, older children with some physical or mental impairment

Extraordinary Hours.- They are calculated by adding the times that exceed eight hours of work each day. This surplus will be compensated with a surcharge at the value of the hour of 100%

Supplementary Hours.- They are characterized in that the excess time must be rewarded with a surcharge of 50%, at the cost of the hour and corresponds to holidays, Saturdays and Sundays.

Commissariat.- It is an additional benefit that all employees working in the company are entitled to from the first year of service.

Payment method: The employee will be given the "Supermaxi" commissary card equivalent to $ 8.

Taking advantage of the "Christmas Holidays", the company will give the employee a Christmas Bonus, corresponding to the amount of $ 40

Judicial Withholdings.- This item refers to an amount of the remuneration, for maintenance judgment, this item is designated by the corresponding Judge

CONCLUSIONS

Job analysis is an objective process, insofar as it does not take into account the person who occupies the job, but the job itself.

The job largely determines the role that people play in organizations. This causes a certain behavior to be expected in an individual for the simple fact of occupying a certain job. The proper functioning of a company does not depend so much on all employees having their duties clearly assigned, but rather on Workers' attitudes towards work, that is, it depends on the motivation they have to carry out their activities within the organization. The information on the various positions should be used in job descriptions, for the specifications of a vacancy and to establish performance levels required for a given function Job analysis also allows job performance levels to be set,This provides employees with objective guidelines that they should try to achieve and allow supervisors an impartial instrument for measuring results. Posts cannot be designed using only elements that improve efficiency. Job designers rely heavily on behavioral research to provide a work environment that meets individual needs. People with a desire to satisfy higher needs need to perform better when they are placed in positions with high qualifications in certain areas such as: Autonomy.- Responsibility for the work performed. It implies the freedom to select your own responses to the environment. This increases individual responsibility and the possibility of self-esteem.Lack of autonomy can lead to poor levels of performance or apathy. Variety - use of different skills and knowledge. Lack of variety can lead to boredom, which in turn leads to mistakes, fatigue and accidents. Identification with the possibility of continuing all phases of the work.- The problem with some positions is that they do not allow the employee to identify himself with his task. Possibly, the employee experiences little sense of responsibility and perhaps does not show any satisfaction for the results that he obtains. Meaning of the task. - This aspect acquires special relevance when the individual evaluates his contribution to the whole society. Feedback. - Performance information. When feedback is not provided to employees on their performance, there is little reason for their performance to improve.Lacking an adequate job information system, decision makers will not be able, for example, to find candidates who meet the necessary characteristics for a job, nor to set salary levels according to the market.

RECOMMENDATIONS

With regard to salary scales, companies are free to decide between what type of progression they will use for their calculation, the calculation by the point value; It can be considered as the most successful due to its precision and objectivity. Although remuneration continues to occupy a certainly privileged place among the motivational instruments available to organizations, it is not the only one that is also influenced by various factors such as: work environment, safety in it, responsibility, interpersonal relationships, etc… The job control system must have four fundamental characteristics: levels, measures, correction and feedback; Based on these particularities, the performance levels in a position are developed from the information generated by the analysis of the position. When low levels of performance are noted,corrective measures are taken. They are taken by the supervisor, although in some cases the manager intervenes. Corrective action serves the employee as feedback. In some cases, it is not the employee's behavior that needs to be corrected, but the job structure itself. When specified levels are not adequate, they provide a warning for appropriate personnel to take corrective action. Properly designed positions allow for optimal employee motivation and lead to the achievement of optimum results. Companies are free to decide between what type of progression they will use for their calculation, the calculation by the point value; can be considered as the most successful for its precision and objectivityalthough in some cases the manager intervenes. Corrective action serves the employee as feedback. In some cases, it is not the employee's behavior that needs to be corrected, but the job structure itself. When specified levels are not adequate, they provide a warning for appropriate personnel to take corrective action. Properly designed positions allow for optimal employee motivation and lead to the achievement of optimum results. Companies are free to decide between what type of progression they will use for their calculation, the calculation by the point value; can be considered as the most successful for its precision and objectivityalthough in some cases the manager intervenes. Corrective action serves the employee as feedback. In some cases, it is not the employee's behavior that needs to be corrected, but the job structure itself. When specified levels are not adequate, they provide a warning for appropriate personnel to take corrective action. Properly designed positions allow for optimal employee motivation and lead to the achievement of optimum results. Companies are free to decide between what type of progression they will use for their calculation, the calculation by the point value; can be considered as the most successful for its precision and objectivityIt is not the conduct of the employee that must be corrected, but the structure of the position itself. When specified levels are not adequate, they provide a warning for appropriate personnel to take corrective action. Properly designed positions allow for optimal employee motivation and lead to the achievement of optimum results. Companies are free to decide between what type of progression they will use for their calculation, the calculation by the point value; can be considered as the most successful for its precision and objectivityIt is not the conduct of the employee that must be corrected, but the structure of the position itself. When specified levels are not adequate, they provide a warning for appropriate personnel to take corrective action. Properly designed positions allow for optimal employee motivation and lead to the achievement of optimum results. Companies are free to decide between what type of progression they will use for their calculation, the calculation by the point value; can be considered as the most successful for its precision and objectivityProperly designed positions allow for optimal employee motivation and lead to optimal results.With regard to salary scales, companies are free to decide between the type of progression they will use for their calculation, the calculation for the value of the point; can be considered as the most successful for its precision and objectivityProperly designed positions allow for optimal employee motivation and lead to optimal results.With regard to salary scales, companies are free to decide between the type of progression they will use for their calculation, the calculation for the value of the point; can be considered as the most successful for its precision and objectivity

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