Analyzing a Job in Preparation for a Job Posting
HRM/531
February 3, 2013

Analyzing a Job in Preparation for a Job Posting
According to Cascio [ (Cascio, 2010) ], the most common methods of analyzing a job are observation, interviews, job performance, critical incidents, and structured questionnaires. In most cases, it is necessary to use a mixture of methods because they may not be as effective un-aided. The use of an analysis helps to identify the competencies and pertinent skills required to meet the needs of a job position, and the ultimate goals of the organization or department within the organization. Job analysis aids in skill set determination, selection practices, provides appropriate classification or reclassification of positions, and sets standards for performance appraisals.
In this paper I will describe the interview process using a job analysis. My job analysis is very close to the job descriptions posted on various websites that host open jobs for the hair industry. The duties that I perform as a salon owner are similar to those for jobs in my field. For example, a duty that is listed to perform the job that I do is the ability to provide exceptional customer service. If I were interviewing a candidate for the job as a stylist I would ask for examples of what the applicant thinks exceptional customer service is. I researched three hair salons; Super Cuts, Hair Cuttery, and Great Clips.
Duty Details
The ability to provide exceptional customer service is paramount in this particular industry. After researching similar positions in the hair industry, I found that the duties are similar. Most of the duties for hairstylists are to deliver exceptional customer service while providing the full range of hair care services. The stylist are expected to control expenses, complete required administrative task, market themselves, cultivate their business, and consistently exhibit and develop technical competence.

Performance Requirements The performance requirements for the job as a stylist are to meet or exceed minimum productivity requirements, according to the salon chains established standards. Also demonstrate a sound understanding and execute all available services in a professional, efficient, and competent manner. The duty requirements also include learning and continuation of developing technical skills via company education. As most salon chains have its own in-house training for its preferred cutting style and service techniques. This covers the technical aspect of the required duties. In addition, the duties include correctly charging for services provided and purchased products, including discounts according to company policy. This is a part of controlling expenses. The administrative tasks requirements across the board for the three hair salons that I compared are to perform an assortment of tasks related to salon operations. The duties in administrative tasks are taking cycle counts/inventory, stocking shelves, submission of required company paperwork, answering telephones, and making appointments. Last, all three salon chains require the stylist to be competent in computer knowledge to operate the point of sale system. In addition, the stylists and managers mu
Differences and Similarities As stated earlier, the salons all have similar requirements, which are to perform technical duties, provide exceptional customer service, administrative tasks, and growing the business by meeting or exceeding minimum productivity requirements. The differences are the pay scale.
According to Salary.com Inc., the national average salary for barbers and hair stylists is $17,765 to $39,357. The median salary is $28,309. The three aforementioned salons pay is commission based. In my estimation the job duties, requirements, and pay is similar. The stylist and barbers can make as much as they choose to make by utilizing the organizations tools to build his or her business.
Job Description for a Hairstylist The Hair Stylist is responsible for delivering exceptional customer service while providing the full range of hair care services. Specifically, the hair stylist is expected to:
• Market themselves and cultivate their business
• Complete required administrative tasks
• Provide incomparable customer service
•Manage expenses
• consistently display and develop technical competence
Successful performance will be measured by meeting or exceeding established minimum productivity requirements.
Qualifications:
• Valid current cosmetology license, to include a manager license as required by local (or state/provincial) cosmetology regulation. Position may require the stylist to work unaccompanied in the salon.
• Ability to work in an energetic salon environment.
• Good time management skills, good judgment, and the ability to multi-task.
• Well-developed interpersonal skills to communicate effectively with salon manager, salon staff, area Supervisor, and clients.
• Ability to read, grasps, and analyze various reports.
• Mathematical skills to accurately compute and complete required functions.
In the job description that I provided, I did not exclude any information in comparison with my initial job analysis.
Business Strategy Cascio says “the business strategy provides a general direction and focus for the organization as a whole, including for each functional area of the business” [ (Cascio, 2010, p. 159) ]. The Regis Corporation, which owns Super cuts, business strategy is “to continue leveraging their deep expertise to further the strategic goal of enhancing the overall salon experience in order to drive customer retention and same-store sales while continuing to focus on improving profitability” (Corp. Regis 2013). Great Clips business strategy is to keep the brand the company has built going strong and continue supporting its franchises in every way it can [ (Great Clips Corporate Careers, 2012) ]. The Hair Cuttery’s business strategy is to position itself in the beauty industry as the “People Company,” committed to achieving extraordinary results through the organizations people.
Workforce Planning Workforce planning parallel the plans for the business, focusing on questions such as what do the proposed business strategies imply with respect to human resources? Also what kinds of internal and external constraints will or do the organization face. For any of the three aforementioned companies’ the factors of a troubled economy could pose a threat to the company’s survival at any time.

Competency Modeling Competency models identify variables related to organizational fit, and personality characteristics in alignment with the organizations vision. In short, competency models focus on knowledge; skills, abilities, and other characteristics such as attitudes, motives, and personality characteristics. During the research of the three organizations, the competency models were similar as far as knowledge, skills, and abilities are concerned.
Conclusion
Preparation for a job posting is crucial in recruiting qualified job candidates. The job posting is also helpful to the job seeker because he or she knows exactly what the organization is looking for so that no time or resources are wasted.

Reference
Salary.com. (2011). Salary Wizard. Retrieved February 3, 2013 from http;//www.salary.com
Cascio, W. (2010). Managing human resources: Productivity, Quality of Work Life, Profits (8th ed.). New York: McGraw-Hill.

Corporation, R. (2013). Retrieved February 3, 2013, from Super Cuts Careers: https://supercutscareers.silkroad.com/

Great Clips Corporate Careers. (2012). Retrieved February 3, 2013, from http://www.greatclips.com/about-us/corporate-careers

Portlandrecruiter.com. (2001-2013). Retrieved February 3, 2013 from
http://www.portlandrecruiter.com/business-jobs/25208741/hairmasters-stylist