Introduction
The Company
This HRM recruitment portfolio has been developed for Huawei Technologies for the position of Senior WiMax Planning Engineer in its Basingstoke, UK office. The company is “a multinational telecommunication and information technology equipment and services company headquartered in Shenzhen China” (Huawei, 2011).
It is the largest supplier of equipment used in networking and telecommunication in China and the second largest supplier of such equipment globally. It was founded in 1988 and is mainly owned by its employees alongside external investors.
Huawei’s core business activities include research and development in the field of telecommunication (Huawei, 2011). It manufactures and sells various equipments that are used in the provision of telecommunication services. Finally, it offers “customized network services to telecom carriers” (Huawei, 2011).
Currently, Huawei serves 90% of the top 50 telecoms operators in the global telecommunication industry. In 2010, the company realized a net profit of US$ 3.64 billion (Huawei, 2011). The 2010 results reflected a 30% increase in profitability from the previous financial period.
The firm normally channels at least 10 percent of its net profits to research and development in various parts of the world (Huawei, 2011). Due to its excellent financial performance, Huawei has been able to expand to various countries in Africa, Asia, Europe and America.
The Position
The job to be analyzed is titled, ‘Senior WiMax Planning Engineer’. WiMax technology is “a family of telecommunication protocols that provide fixed and mobile/ wireless internet access” (Huawei, 2011). The use of WiMax technology calls for the design implementation and maintenance of communication networks that suit the specific needs of the client.
A senior WiMax planning engineer thus helps in performing the aforementioned duties in order to achieve the objective of providing clients with excellent telecommunication services (Huawei, 2011). The nature of the job can be described as follows.
The job requires technical expertise and involves both in-doors and out-doors assignments. Planning for the provision of telecommunication services through the WiMax technology involves analyzing the needs of the customers and developing network solutions that can satisfy such needs (Huawei, 2011).
The planning and design aspect is characterized by the use of various engineering techniques such RF planning tools to develop appropriate solutions. Once designed, the planning engineer must explain the characteristics of the new network solution to his juniors who will participate in the implementation process (Huawei, 2011). This helps in avoiding confusion and misunderstanding during the implementation stage.
The implementation aspect is mainly an out-door assignment especially during the installation of equipment and construction of base stations. The senior WiMax engineer normally surveys the topography of the area in which the client is based and selects the most suitable site for the construction and installation of the necessary equipment (Huawei, 2011).
The other tasks associated with the implementation stage include planning for site acquisition, preparation of the site and the final installation of the equipment (Huawei, 2011). Finally, the job entails monitoring the existing network and providing timely repairs in the event of a breakdown.
The Importance of the Job to the Company
The job is of great importance to the company since it is directly related its core business activity. The importance of the job can be described as follows. First, the job enhances the process of positioning the company and its products in the market (Linnenluecke and Griffiths, 2010, pp. 357-366).
Clients who are satisfied with the networks designed by the senior WiMax engineer will definitely view the company as a premium service provider (Long, 2000, pp. 100-103). Second, the job strategically links the research and development initiatives with the market needs.
The planning engineer works directly with the customers. Thus he or she is able to indentify customers’ needs that have not been satisfied. Such needs are usually communicated to the research and development department so that appropriate technologies can be developed to satisfy them.
Third, the job has a direct influence on the efficiency of the firm (Linnenluecke and Griffiths, 2010, pp. 357-366). As a planner, the incumbent identifies the best alternatives of satisfying the market needs using the available resources (Huawei, 2011). The job also enhances sharing of knowledge and skill development in the company.
The senior WiMax planning engineer not only supervises his or her juniors but also trains them on various aspects of network design and planning. Finally, the job serves as a channel through which the operation strategy of the company is implemented (Linnenluecke and Griffiths, 2010, pp. 357-366).
The objectives of the firm’s operation strategy in terms of the expected service quality, cost efficiency, delivery lead time, consistency and flexibility are achieved through effective execution of the duties associated with job. The specific skills, attributes, experience and qualifications needed for this position are explained in section two.
Job Analysis Plan
Job analysis refers to the process in which data relating to the “duties, responsibilities, necessary skills, outcomes and work environment of a particular job are collected for the purpose of developing a job description” (Prien and Goodstein, 2009, p. 78). Thus a job description is the main outcome of the job analysis process.
The other outcomes of the job analysis process include recruitment plans, job advertisements, and planning for performance development. Job analysis helps the human resources department to determine the relationships between employment procedures such as selection, compensations, training needs and performance evaluation (Bacci, Francia and Chiselli, 2008, pp. 255-275).
In analyzing the job of senior WiMax engineer, the following aspects of the job will be analyzed. First, the tasks and duties associated with the position of a senior WiMax engineer will be analyzed (Prien and Goodstein, 2009, p. 89). It is important to evaluate such duties and tasks since their execution forms the basic unit of the job. Thus the following information will be collected about the duties and tasks.
Data will be collected on the frequency with which the duties and tasks are carried out by the incumbent. The duration in which the duties and tasks last will be considered in order to determine the amount of time and labor force need to complete them (Bacci, Francia and Chiselli, 2008, pp. 255-275). The effort in terms of both physical and mental energy need to complete the duties and tasks will also be considered.
It will be important to gather information about the complexity of the tasks and duties (Robertson, 2000, pp. 121-146). This will help in determining the specific skills needed for the job. The equipment needed by the incumbent to complete the duties will also be identified. Finally, it will be necessary to collect information about the standards to be achieved while performing the duties in order to achieve the desired quality.
Second, the work environment will be analyzed. The work environment has a great influence on the physical requirements of the job. The work environment refers to the surroundings of the workplace in which the job will be performed.
Consequently, it includes analyzing the occupational hazard or obstacles that might prevent the completion of the job (Robertson, 2000, pp. 121-146). In case any such obstacles exit, it will be necessary to evaluate how they can be effectively eliminated.
Third, the tools and equipment needed by the incumbent to complete the job will be analyzed (Frankline, 2005, p. 341). Performing the duties of WiMax engineer requires specific tools and equipment. Fourth, the relationships in terms of the supervision to be given and received will be analyzed. Finally, the requirements in terms of the knowledge, skills and abilities needed for the job will be analyzed (Frankline, 2005, p. 342).
Steps in Analyzing the Job
The following six steps will be followed in the analysis. The first step involves deciding how the data to be collected will be used (Frankline, 2005, p. 347). In this case, the data will be used for the purpose of training, job advertisements/ recruitment, performance appraisal and compensation. Consequently, the data related to these aspects of employment will be collected. The data collection methods will include interviews and questionnaires.
In the second step, relevant background information about the job will be reviewed (Frankline, 2005, p. 351). For example, the current job description, organization and process charts will be evaluated in order to understand the work flow and identify the existing gaps.
A specific position, Senior WiMax Planning Engineer, will be identified in the third stage. The position will be distinguished from the related jobs in order to provide clarity (Catalin and Maria, 2009, pp. 447-451). In the fourth stage, the data will be collected and analyzed. In the fifth step, both the employee who performs the job and his or her supervisor will analyze the gathered information.
In the last step, the job description and specification will be developed (Catalin and Maria, 2009, pp. 447-451). The job description defines the activities and responsibilities associated with job. The specifications on the other hand define the qualities, skills and traits needed for the job.
Job Description for the Position of Senior WiMax Engineer
The job description is a written statement that specifies the “duties, responsibilities, important contributions and outcomes needed from a position, required qualifications of candidates, reporting requirements and relationships with coworkers in a particular position” (Catalin and Maria, 2009, pp. 447-451). The job description for the above position can thus be described as follows.
Job Purpose
The incumbent will be responsible for analyzing and designing WiMax systems in 2/3/4 GHz, with the aid of specific Atoll RF planning tools. He or she will also assist in capacity and frequency planning as well as recommending appropriate optimization techniques.
Key Responsibilities and Accountabilities
The position involves participating in the analysis and design of WiMax systems in 2/3/4GHz with the aid of relevant RF planning tools, Implementing RF designs for particular markets. The incumbent is also expected to help in capacity and frequency planning as well as recommending optimization techniques.
It also involves designing WiMax networks with the aid of RF propagation models, analyzing topographical maps in order to identify the best site according to network coverage.
Other responsibilities include engineering designs and coverage mapping, LOS and link budget calculations, designing and implementing various access technologies to facilitate the provision of bandwidth such as Wi-Fi and Fiber and participating in training and development of appropriate knowledge and skills. The position reports directly to the senior regional planning manager.
Skills
The incumbent must have a clear understanding of RF propagation models and their use; understanding of RF engineering, measurement equipment and instrumentation; knowledge of IEEE 802.X standards.
He or she must be proficient in the use of MS office 2007/ 2010, internet and email; able to understand and perform various calculations associated with WiMax planning and engineering; able to lead and train a group of junior engineers. The candidate should be a self-driven and result oriented person.
Knowledge
The candidate must have a good knowledge of WiMax technology and its applications. He or she must be able to design and implement WiMax networks to suit specific client needs. The candidate should also be able to plan for capacity and frequency using various RF planning tools.
Qualification
In addition to solid industry experience, the candidate must have ad degree in Electrical and Electronic Engineering, Cisco certification and WiMax forum certification.
Experience
The candidate should have at least five years experience in WiMax engineering. He or she should have at least three years experience in designing and implementing RF networks.
Recruitment Procedure: Advertisement for the Job
The aim of an advertisement is to reach the largest number of candidates within a specific region. In this case, the advert targets candidates in the UK market. The advert will be posted on Guardian Jobs online searches.
The use of online advertisement will help in eliminating the costs associated with printing the advert in traditional media. Besides, it will enable the client to reach the largest number of candidates who have computer skills. The following advert will appear on Guardian Jobs online searches.
Introduction
Huawei Technologies is a premium multinational telecommunication company with its headquarters in Shenzhen, China. The company currently operates in Europe, Asia, America and Africa.
As a leader in the global telecommunication industry, Huawei provides exiting careers and competitive compensation packages to qualified persons in various parts of the world. In order to meet the demand for our services in UK, the company is pleased to invite applications from qualified candidates to fill the above position in the Regional network department.
Job purpose
The incumbent will be responsible for analyzing and designing WiMax systems in 2/3/4GHz, with the aid of specific Atoll RF planning tools. He or she will also assist in capacity and frequency planning as well as recommending optimization techniques.
Skills
- You should be able to plan for capacity and frequency use as well as recommending optimization techniques.
- Ability to design WiMax networks with the aid of RF propagation models.
- Ability to analyze topographical maps in order to identify the best site according to network coverage.
- You should be able to perform LOS and link budget calculations.
- Ability to participate in training and development of appropriate knowledge and skills.
Knowledge
- An understanding of and ability to apply the principles of WiMax engineering.
- Knowledge of IP will be an added advantage.
- Knowledge of IEEE 802.X standards.
Academic Qualifications
The successful candidate will possess the following minimum academic qualifications:
- Bachelors of Science degree in Electrical and Electronic Engineering or its equivalent from a recognized institution of higher learning, preferably a university.
- WiMax Forum Certification.
- Cisco certification.
Work Experience
The successful candidate will possess the following minimum prior work experience:
- At least two years experience in using RF network planning tools in implementing wireless broadband systems.
- At least three years hands-on experience in designing RF networks with at least one year spent on a senior network planning role.
- Relevant experience in the use of RF/ microwave technology to provide wireless communication services.
- At least four years in operating a cell site, including equipment installation, verification and optimization of radio frequency.
Where
The position is in the Basingstoke, United Kingdom Head Office. However, the position holder will be required to travel to various cities and locations within UK.
An attractive remuneration package will be provided for the successful candidate. Other benefits include health insurance cover, 21 days annual leave and pension scheme
How to Apply
If you posses the above requirements, please post a copy of you updated CV, certificates, cover letter and testimonials to the address indicated below. The applicant is advised to clearly indicate the job title and current telephone number in the cover letter.
The applicant should also give a brief statement explaining why he or she is the most suitable candidate for the position. The short listed candidates will be contacted through their phone numbers within five days after the deadline.
The Link between Job Analysis and the Design and Sustainability of Human Resources
The link between the process of job analysis and the design and sustainability of the organization’s human resources can be explained in terms of the purpose of job analysis. The link can thus be described as follows.
Human Resources Planning
The process of job analysis provides human resources managers with essential information which enables them to make vital decisions in regard to sustaining the company’s human resources (Bacci, Francia and Chiselli, 2008, pp. 255-275). In particular, job analysis enables the human resources managers to determine the actual number of jobs in a company and the nature of such jobs (Catalin and Maria, 2009, pp. 447-451).
This helps them to decide on whether to create more positions or not. Job analysis facilitates the development of precise job descriptions. Consequently, the employees will be fully aware of their responsibilities, performance targets and accountabilities (Edwards, 2010, pp. 91-105).
It also helps in assessing the worth of various positions in the organization. This helps the management to decide on which positions to eliminate or create.
Creating and Monitoring Performance Standards
Job analysis helps the human resources department to develop activities that are specific to particular jobs as well as setting the performance standards for such activities. Thus it facilitates objectivity in performance appraisal (Gibbs, 2010, pp. 58-75). Objectivity enables the managers to assess the productivity of employees in an unbiased manner thereby improving the effectiveness of the appraisal.
Besides, it identifies the main responsibilities to be considered as part of the performance management system (Gibbs, 2010, pp. 58-75). Job analysis also helps in categorizing various responsibilities into job groups. The job groups simplify the process of delegating duties and clearly point out the criteria in carrier development.
Compensations and Benefits
Job analysis helps in determining the value of each job, thereby enabling the management to decide on appropriate level of compensation for each job (Lewig, Xanthopoulou, and Bakker, 2007, pp. 429-445). The skills requirement identified during the analysis process can be used as a determinant of compensations.
Compensations based on skills and the value of each job results into high levels of employee motivation (Lewig, Xanthopoulou, and Bakker, 2007, pp. 429-445).
Selection and Recruitment
The analysis enables managers to indentify the appropriate standards and requirements for selecting new employees (Nankerris, and Stanton, 2010, pp. 136-151). Development of unbiased interview questions can be achieved if the job analysis is properly done.
Training
On the job training programs helps in improving the skills and productivity of the employees (Nankerris, and Stanton, 2010, pp. 136-151). Job analysis support the training programs by identifying the knowledge and skills needed to improve productivity. Thus it informs the process of developing the content of training programs (Nankerris, and Stanton, 2010, pp. 136-151).
By analyzing the work environment, the management will be able to train employees on how to avoid the various health hazards at the workplace (Toshihiro, Yoshio and Abe, 2009, pp. 56-67). We can thus conclude that job analysis supports the development of human resources by providing essential information that is used to make decisions.
Role of Job Description in Attraction and Recruitment of Employees
As discussed above, a job description provides detailed information about the duties associated with a given job and the skills required in performing such duties. Thus before beginning the selection and recruitment process, it is important to have a well written job description (Bacci, Francia and Chiselli, 2008, pp. 255-275). The specific roles of job descriptions in the process of selecting and recruiting employees include the following.
First, the job description acts as a reference guide that is used to set comparable industry salaries (Toshihiro, Yoshio and Abe, 2009, pp. 56-67). The recruitment team can compare the salary offered by the company to those offered by their competitors for the same position.
Thus if the there is intense competition for talent in the industry, the company can set its salaries slightly above the average industry salaries in order to attract the best employees. Second, the job description gives details of the required experience and skills for a particular job (Linnenluecke and Griffiths, 2010, pp. 357-366).
It will thus be possible to match such requirements with the qualifications of each and every applicant (Toshihiro, Yoshio and Abe, 2009, pp. 56-67). The financial resources used to compensate the employee will be maximized if the newly hired employee has skills that match those specified in the job description.
Third, the job description forms the basis for formulating interview questions (Bacci, Francia and Chiselli, 2008, pp. 255-275). Once the interviewer knows the traits he or she is looking for in the applicants, they will be in a position to ask relevant questions that enables them to asses the suitability of the applicants.
By formulating unbiased interview questions, the interviewer will avoid the risk of losing potential employees at the recruitment stage (Toshihiro, Yoshio and Abe, 2009, pp. 56-67).
Fourth, it provides information that is used to design adverts for the positions to be filled. Inclusion of relevant, concise and accurate information in the job adverts increases the chances of accessing a large number of applications (Bushardt and Glascoff, 2010, pp. 11-21).
Consequently, it will be possible to hire the best talent in the industry. Job descriptions function as legal documents that can be used in settling disputes such as termination suites filed by an employee.
This means that the job description forms the foundation of employment contracts (Brannick and Lerne, 2002, p. 77). Applicants are more likely to express their interest in a company that clearly specifies the terms and conditions of employment.
Evaluation of existing job descriptions enables managers to identify their human resources requirements (Brannick and Lerne, 2002, p. 79). For example, the human resource department will be able to identify the extra skills required as specific jobs change over time. Identifying the needed skills and their relative importance facilitates the process of setting priorities in the recruitment process.
The jobs that are very important for the operation of the company will be given first priority in the recruitment process as compared to the less important ones (Brannick and Lerne, 2002, p. 81). Besides, it helps in allocating resources needed for the recruitment of employees for various positions.
For example, the organization can allocate more resources in filling positions that need specific technical skills such as engineering in order to get the right candidate. In conclusion, a well written job description serves as a guide that directs the managers through the various stages of selection and recruitment of employees.
References
Bacci, S., Francia, A. and Chiselli, S. 2008. Graduate Job Mobility: A Longitudinal Analysis. Statistica, 68(3), 255-279.
Brannick, M. and Lerne, E. 2002. Job Analysis. New York: McGraw-Hill.
Bushardt, S. and Glascoff, D. 2010. Organizational Culture, Formal Reward Structure and Effective strategy Implementation: A conceptual Model. Journal of Organizational Culture, Communications and Conflict, 1(2), pp.11-21.
Catalin, P. and Maria, C. 2009. Analysis and Projection of Job Openings in S.C. Compania De Transport Feroviar S.A. Annals of Faculty of Economics, 4(1), pp. 447-451.
Edwards, R. 2010. Job Analysis of the LMS: Mechanization and Modernization. Accounting, Business and Financial History, 20(1), pp. 91-105.
Frankline, M. 2005. A Guide to Job Analysis. New York: Cengage Learning.
Gibbs, S. 2010. Evaluating HRM effectiveness: the stereotype connection. Employee Relations. 22(1), pp. 58-75.
Huawei, 2011. Huawei UK. Web.
Lewig, K., Xanthopoulou, D. and Bakker, A. 2007. Burnout and connectedness among Australian volunteers: a test of the job demands. Journal of Vocational Behavior. 71(3), pp. 429-445.
Linnenluecke, M. and Griffiths, A. 2010. Corporate Sustainability and Organizational Culture. Journal of World Business, 45(4), pp. 357-366.
Long, D. 2000. Job Analysis: A Management Tool. Journal of Food Distribution Research, 10(2), pp. 100-103.
Nankerris, A. and Stanton, P. 2010. Managing employee performance in small organizations: challenges and opportunities. International Journal of Human Resource Development and Management. 10(2), pp. 136-151.
Prien, E. and Goodstein, L. 2009. Practical Guide to Job Analysis. New York: Cengage Learning.
Robertson, T. 2000. Building bridges: negotiating the gap between work practice and technology design. International Journal of Human-Computer studies. 53(1), pp. 121-146.
Toshihiro, K., Yoshio, H. and Abe, M. 2009. A Comparative Analysis of Job Entry Methods in Japan, US and Europe. Accounting, Business and Financial History, 10(3), pp. 56-67.