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Dear Donors
Here are some of the issues we identified.
Recruitment process issues: Talent professional counterparts:
1. The skills of the leader or employee  2. International communicative competence
3. Ability to handle negotiation and conflict management.
Job analysis needs several steps that needs fund. We need to Prepare a reception hall, contact with the applicant, collect data, get result and others. From previous sample, 60% of the candidate are from induction and 40% are from recruitment information. This make most of our candidates are not the that match our job requirement. So we need more funds on Recruitment Ads, and need more professional HR to analysis and classify the applicants.
Due to the company's lack of capital investment and research for work analysis, we have problems with frequent turnover of talents and human resource management. First, as a talent management tool, job analysis shows in detail what people do at work and helps companies understand the contributions that employees make to the organization. This helps to establish more standardized compensation management and promotion policies.
In traditional production companies, independent HR personnel tasks have long since expanded from employee benefits to recruitment, labour relations, training and staff development, seeking a balance between maximising productivity and employee satisfaction wherever possible.

In fast-growing technology companies, the greater the business challenge, the stronger the drive for change, and HR is constantly trying to make organisational and role changes, but the HR practitioners among them are not well equipped to upgrade their competencies or know why they are changing.

History is still evolving and the crisis in the HR industry has not been eliminated, it only tells us that the role of HR needs to be in constant change, both in its name and in the organisational processes, and that it must be responsive to the changing environment in which it operates and to key events in the external environment.

HR department

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Why should they give money for job analysis?

1.     Make recruitment more effective and reduce ineffective hiring. The right team leader can improve the efficiency of project handling and save cost.

2.     Use funds to develop skills training programs for existing team leaders.

3.     Funds could also be used to improve existing compensation systems to attract more capable team leaders to the organization.

4.     Use the money to hire more professional headhunters to find team leaders.

5.     The funds can be used to hire more professional human resources personnel and strengthen the efficiency of human resources departments.

What evidence can you provide that will be convincing?

There is no standardized recruitment process and detailed job analysis, resulting in inefficient recruitment in human resources departments. Without job analysis, employees will be unfamiliar with the business, with low work efficiency and high pressure, which will lead to the increase of turnover rate.

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1. Thank him for his recognition and support of the organization.
2. Describe the importance of job analysis and the problems that may be caused by lack of job analysis.
3. The destination and focus of investment for work analysis.
4. I hope to get his financial support and express that its donation has a significant effect on the company and is a firm force to help the organization grow from a small group to a large group.

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Dear respected members of the society,

Today we gather here to discuss the importance of job analysis, and how this would be highly valuable for your organizations to implement.

To begin with, job analysis is important because it helps the organisation to understand what is required for the job for different position. Once you understand what is required of the job then you can effectively assess the performance the of the person doing the job. Job analysis is a tool to helps organisations evaluate people by establishing how competent people are in various aspects of their work such as measuring job performance or performance review to compare their performance with the company goal and if they are doing what they are supposed to be do, and how well are they doing it? It also helps to evaluate how valuable the job is to the organisation.

In our company, we had experience problems due to ineffective job analysis causing us to hire team leaders who are not capable of handling the workloads. In order to conduct a successful job analysis, organizations would need to ensure that they deploy an independent HR department, along with recruiting a highly qualified and experienced HR team.

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Thank your generous donation. We  are deciding to introduce the team though
1. briefly explain what the org doing and what the manger's responsibility.
2. explain how the team function and the role of each team member playing in the org.
3. provide the evidence that the manager has the ability to lead the team.
4. projects require excellent interpersonal skills to enable team leaders to effectively present the organization's position to donor agencies and public forums.
5. the team leader has strong analytical and research capabilities that will enable leader to analyze the political and social context of multiple projects and their likely impact on the target area.

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1. Ensuring the achievement of project goals and ensuring the satisfaction of the owners. 2. This basic responsibility is to check and measure the success or failure of the project manager and the basic indicator of the level of management. 3. Develop project phase targets and project overall control plan.
4. Organised and capable project management team.
5. Timely decision.
6. Fulfil contract obligations, supervise contract execution, deal with contract changes.

Job analysis is the process of defining work, activities, tasks, products, services, or process performed by employees on the job. It is primarily descriptive, because it aims to understand what people are doing now in their jobs. The thinking is that for anyone doing a particular job, there are a set of stable and consistent tasks that people perform, and that we can get insight into them.
Job analysis is primarily about understanding the things people do at work. It helps to put together a job description that outlines their contribution to the organisation (job description), it helps to identify similar categories of jobs (job classification), which is useful to know when thinking about adopting standardised compensation and promotion policies.

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In the current situation, the organization is confronting the following issues: 1. The team leader perceives role ambiguity since there is no guideline for them, which leads to turnover; 2. The recruitment & selection process fails to identify competent candidates due to the absence of a detailed JD; 3. The leaders lack skills and experience, but the design of training sessions is struggling because training needs are ambiguous; 4. The performance management process is less effective due to the absence of an appraisal standard; 5. In the long term, the strategic objectives cannot be fulfilled because of poor HR planning.

These issues are critical because they impair the organization's ability to pursue its vision & mission. Linking to the Balance Scorecard, performance on the financial and customer perspective is poor because projects cannot be completed on time; the internal process is inefficient because of the multiple hierarchies across the organization, meanwhile, project leaders are struggling in decision making; the performance on learning & growth is weak as well because no conducive training can be conducted.

Job analysis can help address the above issues in the following ways: 1. the requirements and skills needed may be discovered through interviewing. The team leader can use it as a guideline to improve role clarity; 2. Articulating a detailed job description so that the HR team can do better in the recruitment process; 3. Assisting training needs analysis; 4. Providing reliable indicators for performance appraisal; 5. Assisting HR planning by conducting gap analysis. In brief, it's worth investing!

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The job analysis is  important.  A successful job analysis can provide a complete and clear job description at the time, resulting in a job position suitable for organizational development. Qualified job analysis can also arrange the right people in the right positions, so that the relevant performance and operation can be fully developed.
In terms of the recruitment process: the development prospect of EV is getting better and better. At the beginning, the employee turnover rate of the company may be very high. The human resources team realizes the mistake and makes a quick change to design the job analysis for the team leadership position.
The recruitment team needs to set a budget for the recruitment process, because the job fair costs a lot of money, so the company needs a sponsor to help the company run better.

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Dear donors,
Firstly, with the growth of organizations and projects, the requirements of work tasks on the team have also increased. These requirements team leaders must have some skills and abilities. However, hiring experienced employees usually requires more compensation.
Then,the design of recruitment process and work system requires more investment. To ensure the performance of employees in large-scale projects. In addition, a reasonable incentive mechanism can avoid employee turnover.

Therefore, it is necessary for an independent human resource management department to conduct job analysis and evaluate employees. It will help the organization establish a high-performance work system to ensure the smooth progress of the project. In addition, job analysis will help employees and team leaders clarify their responsibilities and review work tasks.

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Dear Donors,

Why do you donate to (Other)? Because you believe in their mission enough to back them financially. Although that is fantastic, the last thing that you would want is for your money to be wasted due to inefficient business processes. My own company EV hit a major stumbling block a few years ago, with a huge influx of exciting and important projects in the pipeline with a large amount of backing, but we could not seem to cope with the demand and had a high turnover of management staff. Eventually, they decided to hire myself and my team in a full-time Human Resource capacity in order to analyse the business and its roles, and develop solutions around the attrition problem. We found that this attrition was largely due to inexperienced managers struggling to cope with the pressure of our projects. So, we changed our policies and processes and opted to hire more experienced managers and develop our junior staff to be better equipped to handle anything thrown their way.

As a result, EV has flourished and grown immeasurably, changing lives and earning the confidence of our donors. I ask you to please help (other) do the same, as they are at a similar point in their journey. They are doing such fantastic work that is important for so many people, and just need a little push and support to fund their own business and job analysis and create a streamlined organisation that can go on to do bigger, better things.

The importance of job analysis, as there is EV as a precedent. Without a professional and detailed job analysis will cause a lot of unnecessary financial consumption, and also labor costs and time costs.

Doing the correct team leader job analysis study, the company will be able to have the correct people in the team and this will allow them to reach the company’s goals. These is because they will be able to meet the deadlines, use the limited resources and have successful projects.

Yours faithfully,
HR department

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The problem that EV are facing is: when they have some big programs, team leaders can not deal with the programs. Because of they do not have enough experience for that. This directly cause half of team leader left EV because of the pressure. To solve this situation. EV set up HR department to be responsible for job design and the candidate selection process.  The job analysis is an important step in this process.  It can start from the needs of the company, accurate positioning of the type of talent the company needs. This includes their personality traits, work experience and education. These factors to a large extent can affect the company's future project progress.
Because that NGO is facing a similar problem to EV. The amount of money needed to solve such problems is also unavoidable.

Job analysis allows for an organisation to identify tasks, duty and responsibility of the roles. First, know their purpose and understand the need to create a comprehensive plan. As there are similar problems that we had, we suggest that recruitment process is required to analyses. It is  appropriate selection process leads to not only an high efficiency but also a low turnover. Third, Concern about their time and budget and who will going to lead the job analysis project. Also job analysis needs a sponsor, having a good sponsor can make it easier to complete the project.

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Hello everyone, it's a great pleasure to have this conversation with you.I hope that after my presentation on the importance of job analysis, the NGO will be fortunate enough to have your financial support to advance the project activities. As projects grow in size, more stakeholders are involved. We need to understand more about the position of project manager and analyze it.  Therefore I would like to ask for some financial support to give the project more impetus. Firstly, we needed to talk to and prepare the organization's senior management to confirm the alignment of the job with the company's goals. Then we needed to gather relevant candidates and project-related data to investigate and analyze the specifics and context of the project's work. An in-depth job analysis will help the organization understand job content, staffing needs, job design for efficiency and safety, workforce planning, and help the HR department conduct performance reviews and measure the need for job training more quickly and effectively. A good project manager's job analysis can help the organization be more efficient in its project activities and reduce turnover because the recruited candidate already understands all the essential requirements of the job and can fit in and move forward with the project.

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Job analysis study can help the company better understand the work so that leaders can have clearer goals, and employees have higher work efficiency and work quality, and then improve the quality of project completion. In addition, for the human resources department, a good job analysis study can help HR select employees or leaders who are more in line with the company (or specific projects), thereby increasing the company's capabilities.

Due to the transformation and upgrading of the project, the burden of the team members increased, and as an NGO without a stable source of income, this led to staff resignation and turnover. Therefore, adjusting the team structure and conducting a job analysis can provide a more detailed understanding of the individual capabilities of the staff, and assign work to each staff member according to their expertise in the project, which can improve efficiency and reduce the workload and project expenses.
Since job analysis requires a certain amount of time and financial cost, and as an NGO does not have a stable source of income, it is worthwhile to invest less money in job analysis to obtain greater economic benefits.

The project may be complex relative to a simple, small project. Every day someone on the project has a new problem to solve, and the project manager has to manage both time and people in such a tight environment. So a well-developed and properly functioning HR department becomes critical. Formal HR mentoring is necessary so that employees can grow and perform well in challenging situations. So we need a certain amount of money.

The problem we faced before was due to many employees cannot match with new projects in new environments, some reasons were they got various new projects simultaneously. However, we have no standards to help us to regulate and guide us on the right track. So it is necessary for us to have an independent HRM department to regulate roles and responsibilities of each staff.

The main problem is that Education Voters is trying to expand the scope of the project organization and accept large-scale projects, but the team leaders have left one after another and no new team leaders can be recruited. Large new projects require excellent analysis, research, and public speaking skills, but team leaders may not have enough training. Team leaders need to have the right combination of skills to handle tough deadlines, deal with negotiation and conflict management, and effective project management. Newly recruited team leaders need to spend a lot of time familiarizing themselves with the business and adapting to the new working environment, which may delay the delivery of the project.
A significant limitation in setting up an independent human resources department is no proper JD or guidelines for team leadership positions. The recruitment process is mainly based on employee recommendations and occasional headhunting. Interviews are also not structured, which leads to inefficiencies and high turnover rates. Therefore, an effective JD should be combined with the company's strategic goals, make a job analysis, list the main tasks and accountability of the job and the KSAOs that candidates need to have, and evaluate and hire future team leaders on this basis.

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Hello. I’m a personnel manager of EV. We know that investors are hesitant to invest in large projects. This is because NGOs are not professional enough in handling large projects. In many cases, project leaders are not used to large projects. The huge task pressure, leading to a large loss of senior project personnel. That’s why we need job analyst to build a more reliable HR system for manager for big projects.

For our company, there are the following advantages
1. Can target to find the needed talents
2. It can save time and budget
3. Form a professional team
4. More professional service delivery
For the donor, more professional staff and lower turnover rates allow the donor's funds to be used where they should be, and make the program more reliable to attract large investors. At the same time, staff turnover can also lead to greater financial losses, and better staffing mechanisms can greatly reduce turnover rates and the resulting financial losses.

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job analysis is the process that collecting and examining data which relating to job tasks and responsibilities. Job analysis helps employee to identify their duties and different task's duration. Besides, job analysis supports manager to evaluate jobs

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Hello everyone
I'm the HR manager of EV. Today I'm going to talk about the importance of job analysis. Job analysis can help organization to come up a formal job description.  The job description include the main task and responsibility of the position which organization want to recruit. It can give both organization and candidate a clear picture about the position.
Additionally, job analysis help organization have a better understanding of the competence of the position( knowledge, skills, abilities and so on). As a Consequence,  the job analysis can improve the effectiveness of projects, and reduce the staff turnover rate.
Although job analysis has so many benefits, it also costs a lot. To complete a job analysis, organization needs to put in lots of time and resource. So, the job analysis needs financial support from you, and we believe that it is worth spending money on job analysis.

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Hello everyone! It’s a great honor to have this speech here today. we are all here today to demonstrate the problems exist in EV right now and the importance of job analysis. Let’s begin.

Educating Voters are facing these following problems:

1) Lack of formal HR department

2) High turnover rate of team leaders position

3) Incumbent team leaders can’t manage large projects well under the changes of the company business

4) No precise job analysis, job descriptions and training for the team leader positions

5) Identify the job allocation

To address these issues, we decide to conduct a job analysis inside the organisation. Job analysis is the process of examining a job to ascertain the activities and responsibilities it entails, its relative importance to other jobs, the qualifications required to perform the job, and the working conditions under which the job is performed.Job analysis lays the groundwork for assisting organisations in selecting the right people, both in terms of job fit and cultural fit. Not only does a job analysis assist businesses in developing more successful selection methods, it also assists them in developing effective training development programmes, remuneration, and personnel management systems. Frequently, businesses recruit for technical aptitude and terminate for personality problems. Organizations should evaluate both experience and cultural fit when hiring. Job analysis offers the necessary information. If a company is sued, the court will examine whether a proper job analysis was conducted and whether the selection system was considered job-relevant. Organizations should adopt a proactive stance to avoid legal difficulties.

Action plans for the organization are:

1)Attract funds from donors to do job analysis for some positions, such as team leaders

2)Set up a formal HR department or recruit some external training consultants to enhance internal trainings for employees

3)Set up incentive programs to retain employees

4)Strengthen performance management for employees

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Dear respected members of the society, today we gather here to discuss the importance of job analysis and how this would be highly valuable for your organisations to implement. To begin with, job analysis refers to the process of defining work, activities, tasks, products, services, or processes performed by employees on the job. Job analysis is important because it helps the organisation understand what is required for the job for different positions. Once you understand what is required of the job, you can effectively assess the person's performance doing the job.

Job analysis is a tool to helps organisations evaluate people by establishing how competent people are in various aspects of their work, such as measuring job performance or performance review to compare their performance with the company goal and if they are doing what they are supposed to be done, and how well are they doing it? It also helps to evaluate how valuable the job is to the organisation (job evaluation).

In our company, we had experienced problems due to ineffective job analysis causing us to hire team leaders who are incapable of handling the workloads. To conduct a successful job analysis, organizations need to deploy an independent HR department and recruit a highly qualified and experienced HR team.