1. Do you think Bob’s approach to job analysis will be effective in creating useful job descriptions? 2. What can be done to improve this job analysis process?

1. CASE STUDY
Course: Performance & Compensation
Group Members
Maham
Rabia Anwer
Saddam Hussain
Submitted to:
Sir Masood Ahmed Zia

2. BOB’S APPROACH TO JOB ANALYSIS
Job analysis refers to the process of identifying and determining the skills duties and
responsibilities of a specific job. The information that is collected through job analysis helps
in designing job description. Job description helps in attracting the right person to perform a
job. Drop analysis can be done through several ways for example interviewing the
employees, observing and through questionnaire. According to bob the method effective for
job analysis is questionnaire method. Bob asks one employee from every location to fill out
the questionnaire with the information of how to perform the task and the equipment’s that
are used to perform that specific job. Through the information obtained from questionnaires
bob will be able to decide what skills are needed to deal with different sort of clients that is
residential and industrial clients. From getting the idea of what is being done in every
location bob will also be able to compare the jobs and will be able to design a separate job
description according to each job. The job description designed after the job analysis process
will help bob in allocating is salaries according to the job.
The method used by bob for conducting the job analysis is better but cannot be improved.
Bob is only selecting one employee from each location which may result in unfair results.
Therefore box should at least select 10 to 20% of employees from every outlet to get a
complete result. What can also improve the job analysis process by not only just asking the
employees to fill out the questionnaire but he should also ask the supervisors to sell out the
questionnaires because they are responsible for the compensation and pay plans. This will
give bob information from employees yet supervisors perspective. Bob has less information

3. about hr management so he can also hire a hr manager who can help him in finding the
accurate results. To avoid unfair answers from employees bob should visit every location and
observe the situation himself and interview more than one employee so that he can get a valid
result
BOOSTING SALES OR BOOSTING COMMISSIONS
Problems:
I) compensation structure doesn’t include a basic pay which results in representatives just
focusing on earning more and more commissions by making higher sales rather than focusing
on customer service as well
Ii) Giving higher commissions on add on services is another issue with the compensation
structure. Representatives are more interested in selling add on services without even
knowing whether the customer require such services.
Iii) Compensation is just linked with higher sales and not with customer service.
Representatives are motivated to achieve high sales numbers resulting in higher commissions
for them but there is no link with customer services which doesn’t align with company's
growth strategy
Iv) Since there is no link of compensation structure with customer service, representatives are
only concerned for their commissions and don’t really care if the customer cancels the
contract sometime later as they have already earned their commission
Recommendations:
i) Compensation structure should be linked with customer service. Representatives
should not be given entire commission amount at the time of making sale rather an

4. upfront amount should be given and remaining should be linked with customer
satisfaction. If the customer is fully satisfied with the services remaining amount
should be given.
ii) Basic pay should be introduced and a maximum limit should be set at commission
amount. This will ensure that representatives are not just busy in making higher
sales but they are also spending their time in satisfying customer needs.
iii) Higher commission should be given on basic plan and add on should be offered
later down the customer life cycle. This will ensure that customer will know their
needs better and will ask for add on services as per their requirement, rather than
representatives selling them these services right at the start when the customer
doesn’t even know whether they will be needing this service or not. Customer
should be fully educated at the time of sale and their consent should be taken on
sales form regarding add on services given to them at the time of making sale.