Job Analysis – Operations and Logistics Manager
Paper Due Date
Organizational Need
Uber is a company that offers mobile and desktop application, allowing to connect drivers and passengers and offers public transportation solutions in various formats. Our company is growing at a rapid pace and has ambitious plans to grow 200% in Latin America. The primary focus is on Brazil, Argentina, and Uruguay, as part of the Mercosur market entry strategy. That said it is essential that the internal capabilities, competencies, and skills are aligned with the generic growth strategy and company’s Human Resources can support the growth by providing adequate knowledge and expertise. Now, there is no strategic position, occupied in Latin America, which underpins the capability gap between the organization and the target market. With that in mind, it is critical to recruiting and select a candidate to occupy the position of Operations and Logistics Director for Latin America locally, to bring in knowledge and understanding of the market.
The primary analysis of the market demonstrates that the target countries have a very specific urban environment, different from the US, where climate and cultural specificity, as well as societal norms, affect the demand and perception for such services as taxi and, Uber, consequently. The major observations include (Ardila-Gomez, 2-5):
Well-developed public transportation in the major cities, but poor connections with surrounding areas;
Large number of people make intercity connections to go to work daily;
Wide use of motorcycles due to favorable climate;
Relatively low taxi costs;
Rigid taxi and public transport legislation, affecting collaborative economy players, such as Uber;
High levels of Bureaucracy prevent companies from responding fast and effectively to the market trends.
Background
The position of Operations and Logistics Manager will require an individual that can establish, run and grow the operations in-Mercosur area. With the aggressive market strategy in place and complex regulatory environment, the organization should focus on recruiting an individual that has strong financial and business management backgrounds and can build an effective team of professionals to complete the knowledge and experience gaps required to deliver the results and meet growth targets.
Market research demonstrates that Brazil is the best location for establishing the operation due to the market size and its importance for the region. More specifically, it is decided that the company should hire an Operations and Logistics director in Sao Paulo, as the city with great market potential and the large pool of professionals, whose skills and professional background are aligned with the Uber and are adequate for the position. While the market research underpins the attractive climate, based on favorable legislation and employment market, there are several critical skills and competencies, which will determine how successful a candidate can be in his role. These skills are based on the general requirement of the operational and business model of Uber as well as specificity of Brazil market.
Decision-making process
The analysis of the background of the position and expectations of the company will allow identifying several tasks and competencies, which could become the responsibility of the position and the requirement. The tasks and competencies are assigned the scores based on the importance and frequency rating from 1 to five, outlining the following:
Based on this analysis of various tasks and competencies, which are often demanded for similar roles in other organizations and which constitute the part of Operations and Logistics Management and Director roles in other locations, where Uber operations, the tasks, and competencies, which are ranked Not Important and Not Valuable will be eliminated from the job description. The remaining takes and Competencies, therefore, will underpin the demand of the organization, which should be considered when building a Job Decryption (Sims, 115-121)
Job Specifications
Tasks Analysis Summary
The tasks are assigned the scores based on the importance and frequency rating from 1 to five, outlining the following:
Competency Analysis Summary
The purpose of the competency analysis is to help building job description as well as to develop a framework, which allows differentiating the best candidates from a just fit.
Competency and Task Relationships
The analysis of the job and the alignment of the internal organizational objectives with the types of competencies and tasks allows building on the framework, which illustrates how critical are specific competencies to the completion and effective task performance. This will enable the Human Resource Management (HRM) team to build on a job description, which accurately prioritizes the competencies, which should be critical for the successful candidates. Each of the relationships is assigned a rank from 1 to 5, where 1 is the least important and 5 is critical for the completion and performance of the tasks
The table above indicates that P&L Management skills, Excel and SQL Knowledge, Start-up approach and language knowledge are central skills for the position. Candidates with the highest competence in these areas should be prioritized by the company on the list of attracted individuals. Other competencies should serve as support in the selection process, giving an advantage for individuals, who represent the best fit for the position.
Findings and Observations
This document and job analysis are the results of the extensive study on organizational need in terms of resources and capabilities to successfully and effectively establish and give continuity to the operations in Latin America as well as external environment. The analysis demonstrates that the position of Operations and Logistics Manager should be established in Sao Paulo, Brazil, based on the following observations: (1) availability of needed skills and competencies on the Brazilian market, (2) access to other markets in the region, (3) adequate and transparent labor legislation, (4) possibility to find suitable candidate for the budget allocated for the position. The objectives that the candidate, chosen for the position, will demand strong competence at the time of hiring in several areas. These areas are prioritized and can be visualized in the provided tables. Based on this job analysis, the HRM team can build a complete and coherent job description.
Works Cited
Floren, Henrick, Rundquist, Jonas. and Fischer, Sebastian. Entrepreneurial orientation and human resource management: effects from HRM practices, Journal of Organizational Effectiveness: People and Performance, 3(2), 164 – 180. 2016. Print.
Sims, Ronald R. Human Resource Management. Contemporary Issues, Challenges, and Opportunities. Charlotte: Information Age Publishing. 2007. Print.
Ardila-Gomez, Arturo. Public Transport in Latin America: a view from the World Bank. World Bank Archives [Online]. Web 6 April 2016, http://brt.cl/wp-content/uploads/2012/06/AAG-Public-Transport-in-Latin-America-a-view-from-the-World-Bank.pdf
