Cinema Manager - Job Description and Analysis - Resume/CV Example

JOB DESCRIPTION Job Title: Cinema Manager Grade: Managerial position, grade 45 Location: Hendon, London Context: Job for a new cinema which is owned by Middlesex University Job purpose: Managing the day to day activities which includes different HR needs, training of staff and marketing initiatives for better operations Job tasks: Key tasks include: Ensuring sales targets are met Developing public relation Developing promotional activities Building relation between the film cinema students and other in the university recruiting, training and supervising staff marketing the cinema within the local and University arena Performance standards: Better use of resources and reducing cost Advancement opportunities: Opportunity to become a manager on good performance Working conditions: This includes Salary: £25,000 - £50,000 (depending experience). Profits-linked bonus Working hours: 35hrs/week, Job Analysis Job analysis is a process which is used to find out the different determinants of the job and the importance those have so that based on it the correct person can be selected. This looks at analyzing the different aspect associated with job so that based on the criteria the person can be selected for the required post (Byham, 2001). For example in the above situation key criteria which has been used for analyzing a job and selection a person based on it is ensuring sales targets are met, developing public relation, developing promotional activities, building relation between the film cinema students and other in the university, recruiting, training and supervising staff and marketing the cinema within the local and University arena. The identification of the different important criteria associated with the job and then looking for the prospective candidate based on it helps to select the best person. Job analysis is important for the HR managers because Firstly, it helps the human resource manager to make arrangements for the different type of manpower which the organization will need based on the demand and supply of manpower (Miles, 2002). This helps the human resource manager to plan well in advance and ensures that a mechanism is developed which will help to carry out the different process in the most effective manner Secondly, it is essential parts of the recruitment and selection process as it helps to select the most prospective candidate based on the different people who have send their application for the job. Matching the job requirements with the job profile of the customer ensures that the selection of candidate is based on correct grounds Thirdly, it helps to identify the different training needs as comparing the present skills which the employee has and the skills which will be required for performing the job the training needs can be found. This will help to stress on areas which are important and will bring about a change in the behaviour of people by providing the required training. This will thereby help to ensure that correct skills are imparted to the employees. Fourthly, it helps to determine the compensation package as it provides the required information based on which compensation is decided. This thereby helps ensure that compensation is based on correct and clear grounds which are easily identifiable Fifthly, the process of job analysis also contributes towards appraisal of the employees as it helps to determine the manner in which employees will be given bonus based on performance. This thereby helps to differentiate the working employees from others and provides a better process through which management of employees improves Data Collection There are different ways through which data of employees can be collected while working as it provides useful information and helps the organization in proper planning. Some of the data collection methods and its pros are as Observation Method: This method requires that the job analysts observes the employee at work so that different information regarding the manner in which the employee works, the time taken to complete the task, the efficiency that the employees shows at work and other requirements can be easily found out (Thompson and McHugh, 2009). This process helps to ensure that important information is gathered about the employee in a very short span of time and thereby helps to maximize the overall prospect of selecting the correct employee. In the above example observing the general manager will help to understand his mechanism of working and would provide different details regarding his performance and manner through which different work is being carried out. The different advantage of the method is as Firstly, it helps to provide reliable information as using people who have the required skills ensures that first hand information pertaining to the job is easily gathered. This brings about efficiency and brings about a complete information about the manner in which employees carry out their different work Secondly, the mechanism helps to observe the different physical activity of the person through which the future training needs can be identified (Ryan & Schmit, 2003). This will help to plan for the future and make necessary arrangements so that the overall perspective looks at meeting the different needs and demands of the employee. Thirdly, this method of looking at the different skills of the employee is less costly and provides an opportunity through which the different needs of the employees are easily understood. This mechanism thereby increases the overall efficiency and provides an opportunity to identify the different dimensions of improving the future performance. Some of the cons associated with the method of data collection are as Firstly, this method is not suitable for job where one job area overleaps the other as it doesn’t provide conclusive evidence regarding the manner in which the job is done. This creates vagueness and makes it difficult to carry out the analysis of the job as per the different needs and requirements Secondly, this method has a risk of being influenced by job analyst as the job analysts might influence the entire result and based on it might provide different information which might not be correct (Hicks & Andrew, 2005). This could thereby lead towards biasness and could have an influence on the manner different decisions are taken Thirdly, the process is time consuming and would thereby have an impact on the manner in which different results are provided. Making judgements and analyzing the same at times becomes difficult and reaps another results. This might be different from the actual needs and would thereby not provide the required results at the appropriate time Fourthly, the person who is carrying out the job analysis process needs to be skilful as it could otherwise impact the final result. The person has to garner the required skill and should understand the different facets and requirements so that based on it the required training can be provided to the concerned person so that the job analysts is able to perform his duties correctly. The other method of observation which is used is Interviews: This method looks at carrying out the process of interview with the job holder so that the required information can be extracted from the person. This process requires brining and understanding the different skills of the person and matching them with the required skills so that important decisions about the employee can be made based on it. In the above situation interviews will help to understand the different skills of the candidate and will provide an opportunity to compare them with the job requirements (Byham, 2001). This will help in deciding the future of the employee with regard to selection, training and compensation and appraisal. The process has different advantages which are as Firstly, it helps to provide reliable information as using people who have the required skills ensures that information about the job holder is correctly gathered (Pulakos & Schmitt 2005). This brings about efficiency and brings about a complete information about the manner in which employees carry out their different work Secondly, the mechanism helps to observe bring out the different skills which the person has and provides an opportunity to match the same with the job requirements. This will help to plan for the future and make necessary arrangements so that the overall perspective looks at meeting the different needs and demands of the employee. Thirdly, this method provides information directly from the job holder which increases the opportunity to question the person in case he is unable to perform on the required standards (Arnold, 2005). This also ensures that selection is based on correct criteria and maximizes the overall gains Some of the cons associated with the method of data collection are as Firstly, this method is costly and might become an additional burden for the organization which thereby needs to be planned so that the process can be carried out effectively. Secondly, this method has a risk of being influenced by job analyst as the job analysts might influence the entire result and based on it might provide different information which might not be correct. This could thereby lead towards biasness and could have an influence on the manner different decisions are taken Thirdly, the process is time consuming and would thereby have an impact on the manner in which different results are provided. Making judgements and analyzing the same at times becomes difficult and reaps another results (Dipboye, 2002). This might be different from the actual needs and would thereby not provide the required results at the appropriate time Fourthly, the person who is carrying out the job analysis process needs to be skilful as it could otherwise impact the final result. The person has to garner the required skill and should understand the different facets and requirements so that based on it the required training can be provided to the concerned person so that the job analysts is able to perform his duties correctly. References Arnold, J. (2005). Work Psychology: Understanding human behaviour in the workplace 4th ed. Harlow: FT Prentice Hall. Byham, W. (2001). The assessment center method and methodology: New applications and technologies (Monograph VII). Pittsburgh, PA: Development Dimensions International Boam, R. and Sparrow, P. (2002). Contemporary Human Resource Management. Text and Cases. New Jersey and Harlow: Pearson Education Dipboye, R. (2002). Selection interviews: Process perspectives. Human Resource Selection (3rd ed.). Orlando, FL: Dryden Press Hicks, R. & Andrew, J. (2005). Developing teamwork skills inside and outside the classroom”, Social science monograph, Volume 1 Miles, S. (2002). Overcoming resource barriers: the challenge of implementing inclusive education in rural areas. Enabling education network Pulakos, E. & Schmitt, N. (2005). Experience-based and situational interview questions: Studies of validity. Personnel Psychology, 48, 289–308 Ryan, A. & Schmit, M. (2003). Assessing organizational fit in employee selection. Paper presented at the 8th Annual Conference of the Society for Industrial & Organizational Psychology, San Francisco, CA Thompson, P. and McHugh, D. (2009). Work Organisations: A critical approach, 4th ed. Basingstoke: Palgrave Macmillan Read More