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Running Head: ACME MANUFACTURING
Develop the Requirements.Persons to be selected and considered for management
positions in a company come from two sources. Interested employees of a company may apply
for the position, and this becomes an internal source. If people from outside the organization
apply for the position, this is referred as an external source. Organizations may decide to take
managers from within the company, thereby posting jobs within the organization. Sometimes,
HR will opt to open an application from both within and outside. Outsiders such as some firms
are more preferred than internal employees. This can be based on the company’s intention to
recruit new personnel to bring new ideas and experiences to the company (Burleigh, Susan,
Wilson, & Kevin 2012).
When a company ventures into sourcing senior employees such as managers, care is
taken to ensure that qualified persons are selected and that the persons fit the positions. It is due
to this fact that a number of requirements are stipulated to act as a guide in the selection process.
As discussed by Dessler (2000), these requirements include a person’s attitudes, experience in
the position, skills in the managerial position, and ability to fit into organization’s values.
Requirements Analysis. Whenever a company advertises a job opening, many applicants
will send their application documents to secure the position. In most cases, almost all the
applicants will portray same qualifications but with slight differences. These slight differences
form the basis of which the best person will be selected. According to Werther and Davis (1989),
the differences may be the experience earned in the job, skills, and knowledge that applicants
have attained, and behaviors of interested persons just to name a few.
Analyzing these requirements will consist of deep scrutiny of the requirements to bring
out their value in the hiring process. The analysis, therefore, will move a step ahead to consider
the individual level of qualifications as shown by the information contained in their applications.
On top of that, other variables like the cost of requirements are also looked at. This, therefore,
implies that in as much as the company wants to choose the best employee, the process of
selecting this employee should not be too expensive. To cut down these costs, many companies
have devised methods for successful analysis of the requirements. The high cost is usually
attached to assigning the responsibility of recruitment process to a corporate firm to choose the
most qualified candidate for the company. These firms have experts and professionals who are
specialized in the selection of employees.
Explanation. A person aspiring to take the position of a manager in a company must
have the right attitudes towards the job. The attitudes of a senior officer in a company will have a
direct influence on employees under him/her. Besides, the skills of applicants will also need to
be given attention. People’s skills vary from person to another based on the previous firms in
which they have worked and their skills and knowledge have a close relationship as both
influence mental connection with the job (Burleigh, Susan, Wilson & Kevin, 2012). For high
efficiency and better performance, new managers must possess adequate skills in their positions.
However, these skills should be in line with what the company wants to achieve from the new
managers. It is, therefore, important for organizations to lay down clear targets that will guide the
process of sourcing suitable candidates.
Job Analysis.There is need to gather information about roles of position and analyze it.
This is the function of job analysis. The main factor that will validate recruitment of a manager is
the significant increase of tasks to a noticeable level that will create a need to develop a position.
Responsibilities in a particular job position may require being investigated to find personnel that
best suit the position for purposes of efficiency. Components such as performance appraisal, a
person’s training, and orientation are analyzed. Job analysis, therefore, stipulates the following;
evaluation of applicants, minimum educational and professional requirements, appropriate tools
and materials for orientation for new candidates, and formulating appropriate remuneration
structure (which will address the range of salaries for the new employees). Additionally, the job
analysis entails stipulating the candidates’ duties (with respect to the area they are selected to
manage), training and met...