How Creative Build Recruited its Builders - Case Study Example

CREATIVE BUILDS Student’s name Code & Course Professor’s name University City Date Executive Summary The purpose of this report was to explain how Creative Build recruited its builders. The report outlines the analysis of the specific jobs; where an investigation is carried out to determine the content of the particular job under analysis, the requirements for the job and the context that is involved in the job. The scope of the study was limited to job analysis, design and recruitment of personnel needed for the renovating of boutique hotels by Creative Build. The need for the analysis of jobs comes with the dynamic composition of the workplace since most jobs are subject to change over time. Job analysis involves an inquiry which is systematic in nature. The inquiry is done on tasks, duties and responsibilities that are involved in a job. During the investigation, the skills, knowledge and abilities that an individual requires on the job are examined. The design is also meant to satisfy the requirements of the holder of the job, both social and personal. There are various facets that are covered under the job design. There is its constitution, the variety and its amount, the blueprint of tasks that it is constituted of, the length of the work cycle, among other facets. Job design represents the demarcation of tasks accountability as directed by the strategy of the organization, its expertise and configuration. Recruitment and selection is time and again presented as a planned and balanced activity, comprising certain phases that are sequentially connected within a procedure of employee resourcing, which itself may be found within a wider Human Resource management strategy. Contents Executive Summary 2 1.0 Introduction 4 1.1 Purpose 4 1.2 Scope 5 1.3 Limitations 5 2.0 Importance of Job Analysis 5 2.1 Job design 6 2.2 Ways in which job design contributes to quality of work life 6 2.3 Purpose of recruitment 7 2.4 Methods of Recruitment 8 3.0 Conclusions 8 4.0 Reference List 9 5.0 Appendices 10 1.0 Introduction Human resource functions are vital in an organization for the managing of employees within the organization (Robbins, et al, 2013). The following report presents the analysis of builders’ job at Creative Build, the job design and the recruitment of the employees for the job. Job analysis involves an inquiry which is systematic in nature. The definition of job design is stated as the specification of the contents used, the methods and the connection within the jobs that satisfies the requirements of the organization. The design is also meant to satisfy the requirements of the holder of the job, both social and personal. Recruitment and selection is time and again presented as a planned and balanced activity, comprising certain phases that are sequentially connected. The following section presents the purpose of the report. 1.1 Purpose The purpose of this report was to explain how Creative Build recruited its builders. The report outlines the analysis of the specific jobs; where an investigation is carried out to determine the content of the particular job under analysis, the requirements for the job and the context that is involved in the job. The report additionally explains the design of the job and how it contributes to the quality of work. The application of job design in the recruitment of the candidates is explained together with the methods for recruitment. 1.2 Scope The scope of the study was limited to job analysis, design and recruitment of personnel needed for the renovating of boutique hotels by Creative Build. The study was specific to employ only the best methods in the recruitment of builders for the renovation project. 1.3 Limitations Time was a chief limitation in the study as the research covered a wider base than the time allocated for it. 2.0 Importance of Job Analysis The need for the analysis of jobs comes with the dynamic composition of the workplace since most jobs are subject to change over time (Pinder, 2014). Job analysis involves an inquiry which is systematic in nature. The inquiry is done on tasks, duties and responsibilities that are involved in a job. During the investigation, the skills, knowledge and abilities that an individual requires on the job are examined. The three aspects that are covered in the analysis of a job include the content of the particular job, the requirements and the context within the job. The analysis of the job for builders is required at Creative Build due to the demand for builders to renovate boutique hotels. Job analysis largely helps with planning within the organization. It helps define the labor needed and how it can be provided. With job analysis, organizational activities can be coordinated thus providing for the proper division of work, duties and responsibilities in the workplace. During recruitment and selection, job analysis is important in that the specific requirements of the job are indicated (Gatewood, 2015). The skills that are needed are specified and the knowledge as well. Job analysis thus provides a real foundation for the hiring of personnel and their training. Other processes such as placement, promotions and transfers are also well executed. Primarily, the objective of the analysis of jobs is to set hand in hand the requirements of the job to the ability possessed by the personnel, their aptitude and interests. During the analysis of the particular job, the standards expected for the performance of the job are determined. Job analysis additionally provides information that is vital in programs for training and development of employees. Job evaluation is preceded by job analysis. The job thus needs to be analyzed so as to specify qualifications and rate the risks. This in turns helps to determine the wages and salaries to be paid t the employees. 2.1 Job design During a job design, the work that must be performed is identified by the supervisor of the particular field then forwarded to the human resource department. The department is in charge of explaining and putting down how the particular work should be performed, the location of the work and the person responsible for performing the work. 2.2 Ways in which job design contributes to quality of work life The definition of job design is stated as the specification of the contents used, the methods and the connection within the jobs that satisfies the requirements of the organization (Townely, 2014). The design is also meant to satisfy the requirements of the holder of the job, both social and personal. There are various facets that are covered under the job design. There is its constitution, the variety and its amount, the blueprint of tasks that it is constituted of, the length of the work cycle, among other facets. Job design represents the demarcation of tasks accountability as directed by the strategy of the organization, its expertise and configuration. Job design affects the ultimate cost of the products and services as it is reflected n the expenses of labor. The process of job design begins form the analysis of the tasks that need to be completed (Armstrong, 2014). Job design has therefore to start from work necessities because that is why the job is present. When the tasks to be carried out have been affirmed it ought to then be the function of the job designer to think about how the job can be set up to offer the utmost degree of inherent enthusiasm for those who have to carry them out. Thoughtfulness has to be given to the aim of job design which is to fulfill the social errands of the organization to the people who work in it by improving the quality of work life, an aspiration which, depends upon both competence of presentation and fulfillment of the employee. 2.3 Purpose of recruitment Recruitment and selection is time and again presented as a planned and balanced activity, comprising certain phases that are sequentially connected within a procedure of employee resourcing, which itself may be found within a wider Human Resource management strategy. The vital role of recruitment is seen in organizations as it helps in the fulfillment of organizational goals. Recruitment is linked to all other human resource activities and thus acts as a balancing mechanism in the organization. It helps to create a platform where the management can choose employees that are potential for the organization. This helps to speed up the process of selection. The recruitment and selection are the most important functions of the human resource department and recruitment process acts as the beginning for the organization to gain its competitive edge and strength and an advantage that is strategic. 2.4 Methods of Recruitment Employees can be recruited through transfers among departments, promotions from one department to another. The candidates can be sourced from educational institutions, placement agencies or employment exchange programs. 3.0 Conclusions In conclusion therefore, this report has presented the importance of job analysis, giving its purposes in establishing the job design and providing for the recruitment of personnel into an establishment. The report further explained the analysis, design and recruitment with regards to the case study provided for creative build. The importance of analysis has been well established, giving reasons why it should be done and the purpose of recruitment specified to assist Creative Build in this process. 4.0 Reference List Armstrong, M and Taylor, S 2014, Armstrong’s handbook of human resource management practice. Kogan Page Publishers. Gatewood, R., Feild, H. and Barrick, M 2015, Human resource selection. Nelson Education. Jain, M., 2014, Organizational effectiveness and strategic HR. Journal of social welfare and management, 6(4), p.199. Klingner, D., Nalbandian, J. and Llorens, JJ 2015, Public personnel management. Routledge. Pinder, CC 2014, Work motivation in organizational behavior. Psychology Press. Robbins, S., Judge, TA., Millett, B. and Boyle, M 2013, Organisational behaviour. Pearson Higher Education AU. Townley, B 2014, Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), p.92. 5.0 Appendices Appendix I: Job description of a builder in creative build Preparation of sites to ensure maximum optimization of construction work procedures • Cleaning of the construction site • Digging of trenches and pouring concrete as instructed • Assisting in installing sewerage pipes and drains • Operation of forklifts to transport materials and equipment from one place to another on a construction site • Erection of temporary structures and scaffolding • Placing of traffic signs to warn traffic of construction in process • Cleaning and maintaining construction equipment appropriately • Aligning structural components according to blue prints • Performing roadside maintenance tasks such as trimming trees and clearing shrubs • Driving trucks carrying materials and equipment from warehouse to sites • Ensuring that all work is being done in compliance with the company’s protocols • Training apprentices and new hires in construction labor work • Using hand tools to cut and shape material as per instructions Appendix II: Job specification of a builder in Creative Build To belong to a team that possesses the responsibility for renovating properties and providing a varied maintenance service to areas within the region covered by Creative Build To engage with groups and partners that have housing developments and also within privately owned properties. To perform tasks involving physical labor at building and construction projects. To involve in cleaning and preparation of sites, clear rubble and debris from work areas. To practice the operation of power tools and cleaning of equipment Loading and unloading of equipment and material To assist other skilled workers to become familiar with the duties of other skilled workers and with the materials, tools and machinery they use. To work as part of a team on assigned construction tasks. Read More