Part One, Conduct a Job Analysis

Instructions:

Complete each part separately as you navigate through the course. You will submit all parts of your completed course project at the conclusion of the course.

It is essential for you to conduct a job analysis prior to making staffing decisions. Start by identifying a job that you need to analyze. Use the Job Analysis tool as a guide and gather your data. Then write three essential tasks that emphasize the knowledge, skills, and abilities for the job. (In practice, you may have more.)

Job Title

Name the job you selected: Customer Service Representative

Write the Job Description (Tasks)

Based on your job analysis findings, state three tasks that are necessary in the job you chose to analyze. Include the task as well as the KSAOs (knowledge, skills, abilities, and other characteristics) the worker needs to exhibit or possess.

	Task	KSAOs
1.	Written and verbal communication skills Problem-solving skills Negotiation skills Patience, compassion and empathy A passion for customer satisfaction Time management skills Readiness to learn
2.
3.

Part Two, Articulate Your Transition Analysis

Instructions:

Enter your organizational data into the Transition Analysis Spreadsheet for workforce planning. What will you do as a result of your findings?

Now it is time to articulate your staffing plan. This could include hiring or better retention for certain levels, outsourcing, a hiring freeze, or other actions (e.g., early retirement incentives) to manage the forecasted surplus of executives.

Briefly summarize what actions you will take to address any gaps in the chart below, based on the results of your transition analysis.

	Shortage or Surplus?	Action Taken
Entry-level
Managerial
Executive

Part Three, Perform a Recruitment Source Effectiveness Analysis

Instructions:

Enter your organizational data into the Recruiting Source Analysis Spreadsheet. Consider your recruitment goals and how they relate to your business strategy. What do your findings indicate?

State your organizations two best recruitment sources and explain why you selected them.

	Recruitment Source	Data (Findings) Supporting Selection
1.
2.

Part Four, Calculate Employee Turnover Costs

Instructions:

Choose an occupation (or the entire organization) and collect the necessary data to assess turnover within your company. Enter your organizations data into the Turnover Cost Calculator.

Write 2-3 sentences that summarize your results and what your findings mean for the organization.

Part Five, Write a Memo to Your Boss

Instructions:

Given the key concepts and strategies that youve examined in this course, you should feel ready to take a close look at your organizations staffing practices and recommend some changes. In this part of the course project, you will address several questions related to staffing as if you were writing a memo to your boss.

1. What is going well?

What are those areas where the organization is aligned with best practices in staffing?

2. What could be improved?

Choose two or three key areas and explain: (a) the current state; (b) the opportunity for improvement; and (c) the costs and benefits of the recommended changes.

3. How will your recommendations help the organization achieve its broader objectives?

In this section, demonstrate alignment with your organization's strategy and goals.

4. What practical issues will need to be addressed?

Include a discussion of issues such as costs, implementation, and management of any new staffing initiatives that you might propose.