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Job Analysis Using The Undercover Boss Episodes

Hiring and recruitment of employees is an important factor for the performance of any business organization. A human resource department should have a well-organized job analysis or description system that can be used in selection, recruitment, orientation, training, compensation and reviewing the performance of the employees (Fine, 2014). To clearly understand job analysis and description, an episode of the undercover boss was watched. Undercover boss is a reality TV series that began in 2010; the TV series mainly talks about some bosses of particular companies who are undercover doing different things but in reality they own multimillion companies or they did some simple things for some period, got some cash and ventured into real business.

To analyze and describe job adequately, let’s have a look at undercover boss season 4 episode 6. This is a 43.20 minutes video; Mood Media is a company leading in store media specialist that uses a mix of music, visual and scent media to help its clients communicate with consumers. Lorne Abony CEO and chairman of Mood Media face his fear of heights when he had to climb a tall ladder to install equipment during his undercover mission. In addition, he also gets some good lesson in using a soldering iron. Two job positions can be identified from this episode of mood model. The first job position from this episode is the fact that Lorne Abony is the CEO of the Mood media and second position presents itself when Lorne Abony goes undercover to perform normal jobs such as using a ladder to install equipment. Analyzing the two job positions, there is clear analysis procedures that need to be followed; understanding the job position is an important factor. One need to understand all the duties and responsibility of the position, the major and minor activities in that position, secondly identifies the performance behaviors; here one needs to ask him / herself about the performance expectations for superior performance (Getkate, 2014). The third step will be identifying and choosing the most essential and critical competencies required to obtain high performance. The fourth step in job analysis is to identify the target performance levels, target performance levels are not minimum standards but the type of behaviors displayed by the top performers. Identifying the skills needed and how these skills can be acquired through education is also necessary in analyzing a job position. Job analysis need to be reviewed and finalized after it has been fully formulated, and finally, the result is used to create the statement of qualification to be attached to job description.

In this our case, basically series of interviews were conducted to get information necessary for job analysis. Three methods that can be used to get information are; individual mainly to get the employees perspective on the job responsibilities and duties. Group interviews can also be conducted where several employees are in the same job position to get their opinion on job duties and responsibilities. I pick interview to gather job analysis information to other methods because it’s simple, quick and more comprehensive, in addition the interviewee will provide some information that might not appear in writing form. To create a job description, one needs to start by creating a job analysis because a job description is always preceded by job analysis. Secondly, identify essential functions rather than marginal functions and this can only be achieved after identifying the purpose of the job and the importance of the actual job functions in an attempt to achieve this purpose. You need to cover the key areas in the job description such as job purpose, title and key responsibilities and accountability of the job. (Cranshaw, 2014) Finally a successful designed job description should be written in a simple style in that it should be brief, written in simple and clear sentences.

Federal law on job analysis states that a thorough job analysis is needed for supporting a selection procedures, it further states that job analysis should describe all important work behaviors, their relative importance and their difficulty levels. In job description, Fair Labor Standards Act (FLSA). Requires overtime pay for hours worked over 40 in a week for non-exempt employees. In consideration on how the job descriptions and analysis are formulated, I can conclude that they adhere to the federal laws and regulations.

  • Fine, S. A,. & Getkate, M. (2014). Benchmark Tasks for job analysis: A guide for functional job analysis: Taylor and Francis.
  • Fine, S. A., & Cronshaw, S. F. (2014). Functional job analysis: A foundation for human resource management.

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