Select a Position and Create a Job Description, and Case Study Target, management homework help

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Business Finance

Description

Conduct independent research on o*net, which is a US DOL site, to find a recruiter, employment coordinator, or other human resources position. Perform a brief job analysis; then in a 2 - 3 page paper address the following:

  • Provide an overview of the purposes of job analysis
  • Discuss key points about the tasks comprising job analysis
  • Create a job description that includes the following:
    • Job title and identifying information
    • Job specifications
    • Essential job functions (no more than 9)
  • Provide your conclusion and make sure to adress the importance of job analysis
  • Be sure to use APA style with at least two sources cited

****************2 different assignments but same topic***********

After reading the case study conduct independent research to help support your paper. Then in a 2 - 3 page paper address the following:

  • Provide an overview that summarizes the EEOC case against Target
  • Identify the key issues involved
  • Explain the facts of the case by defining:
    • What are the general barriers to legally defensible staffing?
    • What are testers and how does the EEOC use them?
    • What would have been proper record retention in this case?
  • Your conclusion on the case study
  • Be sure to use APA style with at least two sources cited

ATTACHED CASE STUDY, CITATION ARE IMPORTANT IN BOTH ASSIGNMENTS!!!!!

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Case Study CASE: EEOC v. Target 2006 U.S. App. Lexis 21483 7th Circuit Facts of the Case: In early 2000, an African-American name James Daniel, Jr. applied for an Executive Team Leader position with Target. He was given tests, which he passed placing him in a very high percentile of those who have been previously tested. Unfortunately he was not hired, and was given the explanation of not meeting the requirements of the position. Daniels did not receive any feedback as to what requirement he was meeting in the interviewing process. Later three other African-American applicants, Kalisa White, Ralpheal Edgeston and Cherise Brown inquired about the same position involving contact with the Store Team Leader Matthew Armiger. White sent her resume and called to schedule an interview, but was told by Armiger on several occasions he was busy. She then enlisted the help of a friend who was Caucasian. This friend sent her resume and acted as if she was “Sarah Brucker”, but used White’s correct phone number. Her friend was able to contact Armiger and obtain an interview, while White called 15 minutes later and was told he was busy. Ralpheal Edegeston submitted her resume also and was unsuccessful in obtaining an interview. Cherise Brown-Easley however was able to schedule a phone interview, but Armiger was not available during the scheduled time and did not contact Easley to reschedule. He also did not return repeated phone calls for rescheduling. It was in 2001 when White decided to file a case with the EEOC based on discrimination in the hiring process. After investigating the EEOC determined Target violated Title VII of the Civil Rights Act of 1964, particularly Section 709(c), by not keeping proper documentation nor retain records as required. This issue was not resolved and required the EEOC to file a complaint in the lawsuit requesting a court hearing. Under the two-and-one-half-year consent decree ending this nearly six-year old litigation (Civil Action No. 02-C-0146, filed in the U.S. District Court for the Eastern District of Wisconsin in Feb. 2002), Target agreed to pay a total of $510,000 to Kalisha White, Ralpheal Edgeston Brown, Cherise Brown Easley, and James Daniels, Jr. – African Americans who were denied jobs as assistant store managers in 2000 and 2001. As part of the decree, Target also agreed to revise its document retention policies; provide training to supervisors on employment discrimination and record-keeping; report on hiring decisions; and post a notice about the consent decree to employees in its District 110 stores and offices.
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Explanation & Answer

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Running Head: ANALYSIS

1

Analysis
Student’s Name
Institution Affiliation

ANALYSIS

2

Analysis

Purposes Of Job Analysis

Job Analysis is a technique that enables a person to determine and identify in detail the
job requirements and duties and the relative importance of these task for a given job. Job
Analysis is a procedure where decisions are made regarding information acquired on a particular
job (Steinhardt, 2017). Job Analysis plays an essential in the selection and recruitment for both
employers and employees; it enables a person looking for the job to evaluate the position.
Besides, it helps an organization or a firm to decide benefits and compensation packages, job
designing, analyzing training and development needs, performance appraisal, assessing the value
of the position and increasing employees as well as the productivity of an organization
(Steinhardt, 2017).

Discuss Key Points About The Tasks Comprising Job Analysis

The key points that are being considered in when a job analysis is being carried out are as
follows: Determining the needs for training. The job analysis can be applied in needs assessment
and in training to identify or develop the methods of training, equipment to be involved in
delivering the training, training content, and evaluation examination to an approximate
effectiveness of training (Jokinen, 2005). The second task is compensation whereby job analysis
can be applied in payment to determine or identify the levels of skills, compensable of factors of

ANALYSIS

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the ...


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