HRM FPX 5025 Assessment 2

Executive Summary

CapraTek, an established company with 45 years of age that both manufactures and designs computer service components, needs to have a team assembler for the factory in their warehouse. The most central justification of employing this position is increasing sales and production. The succeeding analysis provides the correct job description and competency model to guide CapraTek’s Human Resources unit. Following are skill sets and American salary statistics. Department of Labor available through the O*NET service, the team will be able to craft proper job descriptions and appoint the right personnel to this position and future job openings (Summary Report).

HRM FPX 5025 Assessment 2:Job Analysis

Job Summary

Job Title: Team Assembler

Job Type: Full-time, entry-level, Monday-Friday, 8 a.m. – 5 p.m., with potential for overtime

Salary Range: $15.19 per hour / $31,590 annually

Reports to: Department Manager (Manufacturing)

Description:

CapraTek team assemblers are mandated to examine work orders through exact blueprints for quality, inspect products, and package finished products to send out. Experience with heavy equipment, familiarity with production, and the ability to drive equipment at maximum capacity would be required of a team assembler. They are also mandated to train other assemblers and assist other assemblers, as well as keep work areas uncluttered and safe. Physical stamina, hand skills, and good time-management, analytical, and communication skills are required for the job. The other responsibilities could be delegated when the need arises.

KSA Requirements

For effective work in the job, a CapraTek team assembler must have the following knowledge, skills, and abilities:

Knowledge

• Production and Processing: Familiarity with production activities, materials, quality inspection, and shipping procedures.
• Heavy Equipment and Machinery: Ability to operate equipment such as forklifts, with an emphasis on control precision and safety.
• Safety Regulations: Knowledge of and compliance with OSHA safety standards.
• Education: High school degree or equivalent, or 1+ year of relevant experience.

Skills

• Coordination: Able to coordinate actions in terms of others’ movement and having good hand-eye coordination to work efficiently.
• Monitoring: Personal and team performance checking to suggest changes or correctives.
• Quality Control: Testing and inspection to determine the quality and performance of the product and processes.
• Time Management: Effective personal and team time management.
• Communication: Excellent active listening and communication with the team and management.

Abilities

• Manual Dexterity: Experienced in coordinated movement of hands and fingers for product assembly and handling.
• Information Ordering: Sequencing tasks or workers in a logical sequence to efficiently assemble.
• Control Precision: Manipulating machinery and equipment quickly and accurately.
• Oral and Written Communication: Understanding and conveying information in clear terms.
• Deductive Reasoning: Applying broad principles to concrete manufacturing issues to arrive at sound conclusions.

Legal Risks

Defining the physical and job requirements of the job prevents disability discrimination for CapraTek. Providing information on the operation of heavy machinery, compliance with safety standards, simulation of skills, and background checks minimizes legal risk at recruitment. Distinguishing between better employees and “barely acceptable” employees also prevents legal issues (Phillips & Gully, 2015).

Competency Model

A competency model identifies specific skills and behaviors required to successfully execute a job within an organization (Manufacturing Competency Model, 2017). The following model is tailored to the knowledge, skills, and abilities (KSAs) required for the team assembler position at CapraTek. This model will be utilized as a performance measure and guide for future training and development (Phillips & Gully, 2015).

Specific Competencies for Team Assembler

• Personal Effectiveness Competencies:
• Integrity: Following established workplace and social standards, such as safety procedures.
• Initiative: Taking proactive steps to do the job and deliver quality work.
• Dependability: Delivering on timeliness, conforming to standards, and obeying rules.
• Academic Competencies:
• Critical Thinking: Using logical procedures to analyze information and create solutions.
• Communication: Listening carefully and communicating effectively with team members and management.
• Essential knowledge: Literacy, writing, mathematics, and science for underpinning problem-solving and communication.
• Workplace Competencies:
• Timetable: Organizing and arranging actions to ensure times are well handled.
• Cooperation: Helping others within organizations to obtain business objectives.
• Industry-Wide Competencies:
• Manufacture and Process: Coordination of production operation with the producers and requirements from customers.
• Health and Safety: Observing safety regulation norms and the support of safe working conditions. 
• Quality Monitoring: Maintenance of products and processes at a quality level.

Job analysis assists CapraTek to determine the work for a job and the qualities needed to perform the job effectively. From O*With NET data and a manufacturing competency model, CapraTek is able to determine current and future staffing requirements. This enables alignment of prospective employees with the organization’s values and longer-term plan (Phillips & Gully, 2015). The aim is to develop an attractive employee value proposition that assists in attracting and retaining high-quality staff.

Hiring Recommendations

CapraTek’s Human Resources staff must use multiple candidate screening methods to find the most qualified candidate for the team assembler position and for any other available positions. The methods include background and reference checks to verify individual skills and personal interviews to determine the individuals’ skill sets, such as honesty and reliability. Skill simulation testing, although more expensive, is suggested to test the candidates’ problem-solving skills and ability to build tasks. The tests serve as a standard for future training and development.

Additionally, mentorship programs should be introduced at CapraTek. This will enable new employees to get comprehensive training from seasoned team assemblers and regular mentoring. Mentorships will encourage compliance with company policies, procedures, and safety guidelines, leading to quality work and compliance with standards.