Job Analysis And Managerial Role: Personal Experience

The Principal Characteristics of the HR Manager

Discuss about the Managerial Role for Duties and Responsibilities.

A job analysis is an organized approach, which recognizes the key elements of a specific role and its associated importance of the requisites to perform the duties and responsibilities of the job position in a successful manner (Bidwell & Mollick, 2015). This assignment will be based on my personal job analysis. I would propose own job analysis by relying on my internship experience of 3 months as a manager in one of the biggest retail chains in Australia, Woolworths ltd. This proposal will be helpful in understanding the complexities related with the managerial role and his dependency on his subordinates. It will also focus on the importance of interpersonal features required to serve organizational purposes.

1. The job is in the position of a manager and the necessary requirements are provided. The formal and informal requirements are considered separately for this position. The actual requirements of the job will be set up a far- sighted vision n a managerial level, which is an effective way for assured career development. As a manager it will be important to supervise the ongoing projects in the company and the specific role of the employees in association with the project. The job demands responsibility for getting the required tasks completed to fulfill the objectives and motivate employees by coping with the issues of time and resource constraint (Dallimore & Fiddler, 2017). Being a manager will carry with it a sense of responsibility along with good organizational skills. A manager needs to have the quality of distributing work equally among the employees so that it gets completed within short deadline. The employees will only be fond of a manager when their issues will be closely looked after and resolved. In the job position, a manager will need to link the individual objectives of the employees with that of the organization to arrange the activities properly and put value on the employees.
2. For the ease of work, it is required to consult with other colleagues and stakeholders who will add valuable opinion (Edet, Ekpoh & Uko, 2015). Therefore, I will consult with Christopher Brown, head, department of packaging to inquire about any kind of difficulties he is facing in the organization. It is important to keep in regular touch with the internal and external stakeholders to know about the progress in the organization and get feedback. The HR manager, Mary Emmanuel will be called in for a discussion about the recruitment of workforce. It will be asked if she thinks that a training session is required for the existing employees to make them technologically advanced in their specific position. The HR will be further advised to make the selection process stricter so that only talented individuals are adopted by the organization. a meeting will be held with the head of raw material suppliers, Joseph Moore to check if he is facing any problem in supplying the materials to the store. The meeting with Joseph will focus on the cost of transportation and if he needs any kind of other assistance. He will also be able to make the organizational manager aware of any kind of negative feedback in the market or information about the rival companies.
3. Principle characteristics of packaging department include that it should be able to protect from damage. This is specifically important in case of food products such as fruits and vegetables and they need to be supplied properly in the store. The package should contain proper cushioning so that the food products do not get rotten or stale in any way (Koester, Shevlin & Wangerin, 2016). Moreover, the package should be sealed properly to avoid any kind of leakage.

The principal characteristics of the HR manager include proper recruitment, selection and training of the workforce. This department should also look into the requirement of training and development of the existing workforce so that parity can be maintained with the industrial standards. The key feature of the external stakeholder such as the suppliers of raw materials includes their trust and responsibility towards the organization where they are supplying the materials (Korhonen, Laine & Martinsuo, 2014). They need to maintain their responsibilities effectively and convey any kind of negative feedback in the market directly in the organization. The external stakeholders act as the bridge between the producers and the consumers and they can inform the organizational manager if the target market and the geographical location of the products sale were selected wisely or not. They are the suitable person to inform about the acceptance of a specific product in the market and if there are, any changes required.   

1. There is a wide range of interdependency among the manager and the stakeholders of the organization. The manager alone cannot be responsible for the growth and development of the organization. Efficient help is required from each staff member, employees, internal and external stakeholders to give the organization a competitive advantage. In return, they will expect a valuable treatment in the form of salary hike, rewards and recognition, festival bonus, additional benefits and leaves. Employee satisfaction is an important aspect of employee performance and organizational improvement (Kriyantono, 2017). In this respect, the concept of interdependence will play a role as the managers and the employees are dependent on each other. As per this particular job analysis, reciprocal interdependence will be considered as significant because every member in the organization need to interact and communicate closely with each other for the betterment of their performance. There will be thin line connecting the organization from one end to another where everyone is interlinked. In this circular situation, the output from one end of the organization is used on a daily basis as the input in another part of the organization. Therefore, there is an utmost necessity of strong two- way communication in the organization to perform the organizational functions effectively.
2. A diagrammatic representation of the reciprocal interdependency is given below.

Fig: reciprocal interdependence

Source: (Liu & Wang, 2016)

According to this diagram of reciprocal interdependence, the manager will be positioned in the centre and the rest of the parts will include the employees, suppliers, distributors, co-managers, customers. Therefore, the pictorial representation is a proof of the fact that the manager will be in regular contact with the rest of the members and keep a follow up about the products in the market. he will seek advice from the internal and external stakeholders to improve the organizational functions. It will give them a competitive advantage in the market and they will be able to stay ahead of the rival companies (Thompson & Henwood, 2016).

An organizational chart is provided below for additional understanding of the managerial role.

Fig: organizational chart in a hierarchical manner

Source: (Mahachi et al., 2015)

1. A virtual network that is created will be taken for an evaluation process. The organizational manager is the centre of the virtual network. It needs to evaluate that if he has any prior experience in similar position and his way of working of working in the previous organization. If an experienced manager is hired by the organization then there will be a benefit that he will not need any additional training. Moreover, he will have an idea of the responsibilities that he needs to fulfill and he can use his prior learning for the betterment o the current organization (Malmendier & Tate, 2015). The virtual network consists of employees and other internal and external stakeholders with whom the manager will require to be in regular contact. The evaluation of the employees will be done based on their performance and their successive improvement. Their previous records will be compared to check on their improvements and the factors responsible behind that. The employees will be called in for an interview session to check on their learning about their specific job role and their planning about their own development. The stakeholders will be evaluated based on the increase in sale and if it has increased or decreased. If there is increase in sale then it can be realized that the suppliers are doing their job properly (Olafsen et al., 2015).  
2. It can be recommended for the job analysis that the interdependent group n the organization need to be satisfied for a better future. The organizational structure can be modified in order to attract the employee attention and help in their retention. A recreated salary structure will motivate the employees and the stakeholders to perform their job efficiently. The changes in the government policy are an effective option in motivating the external stakeholders. They will be motivated if they are valued in the organization by recognizing their performance in the organization. Fun and entertainment activities can b organized to break the monotony and refresh the employees in between their work. Moreover, the organization can arrange contests and offer lucrative rewards in return to bind the employees together.

References

Bidwell, M., & Mollick, E. (2015). Shifts and ladders: Comparing the role of internal and external mobility in managerial careers. Organization Science, 26(6), 1629-1645.

Dallimore, R. K., & Fiddler, H. (2017). A qualitative study of how physiotherapists acquire management skills as they transition from a clinical role to a managerial role. Physiotherapy, 103, e10.

Edet, A. O., Ekpoh, U. I., & Uko, E. S. (2015). Transforming Nigerian Youth Leadership Capacities in Secondary Schools through Principals’ Managerial Role Effectiveness. World Journal of Education, 5(5), 77.

Koester, A., Shevlin, T., & Wangerin, D. (2016). The role of managerial ability in corporate tax avoidance. Management Science, 63(10), 3285-3310.

Korhonen, T., Laine, T., & Martinsuo, M. (2014). Management control of project portfolio uncertainty: A managerial role perspective. Project Management Journal, 45(1), 21-37.

Kriyantono, R. (2017). Do the Different Terms Affect the Roles? A Measurement of Excellent and Managerial Role of Business and Government Public Relations Practices in Indonesia. International Journal of Applied Business and Economic Research, 15(6), 193-209.

Liu, S., & Wang, L. (2016). Influence of managerial control on performance in medical information system projects: the moderating role of organizational environment and team risks. International Journal of Project Management, 34(1), 102-116.

Mahachi, D., Ndhlovu, N., Siya, K. M., Tsheko, T., Moswete, N., & Monkgogi, L. (2015). A Comparative Study of Students’ Perceptions of Managerial Competencies and their Implications on Tourism and Hospitality Education in Botswana. Botswana Journal of Business, 8(1), 98-110.

Malmendier, U., & Tate, G. (2015). Behavioral CEOs: The role of managerial overconfidence. Journal of Economic Perspectives, 29(4), 37-60.

Olafsen, A. H., Halvari, H., Forest, J., & Deci, E. L. (2015). Show them the money? The role of pay, managerial need support, and justice in a self?determination theory model of intrinsic work motivation. Scandinavian journal of psychology, 56(4), 447-457.

Thompson, A., & Henwood, S. M. (2016). From the clinical to the managerial domain: the lived experience of role transition from radiographer to radiology manager in South?East Queensland. Journal of medical radiation sciences, 63(2), 89-95.