Job description- suggests the wide variety of activities of concern to those with human resources responsibilities.

Job analysis - is simply the manner in which managers carefully study the specific tasks that need to be done in their operations, as well as the skills workers must have to complete those tasks.

Job Specifications - What experience, skills, knowledge, educational, and/or other personal requirements are judged necessary for an incumbent in the position to be successful?

Nordstrom

Responsibilities 

•   Set and achieve personal sales goals while supporting the goals of the team

•   Greet customers in a timely, professional and engaging manner

•   Provide honest and confident feedback to customers regarding products

•   Build lasting relationships with customers by contacting them to follow up on purchases, suggest new products and invite them to upcoming events

•   Consistently seek new trend and product knowledge to act as an expert for the customer

•   Open new Nordstrom Rewards^TM accounts as a means of building customer relationships

•   Build and maintain strong vendor relationships to maximize business results

•   Manage the scheduling and execution of vendor events and promotions

•   Communicate business opportunities that include line performance, stock levels and team motivation/recognition

•   Perform daily department maintenance tasks including stock work, re-merchandising, display, price markdowns, merchandise transfers and light cleaning

Qualifications

•   Have a high school diploma, or equivalent (preferred)

•   Proven ability to set and achieve sales goals

•   Competitive drive and entrepreneurial confidence to succeed in a commission-based environment

•   Demonstrated ability to develop relationships with customers and coworkers

•   Knowledgeable and enthusiastic about cosmetic trends

•   Ability to positively and proactively handle customer concerns and prioritize multiple tasks in a fast-paced environment

•   Ability to quickly learn new procedures and processes

•   Strong organizational and follow-through skills

•   Excellent communication and interpersonal skills

Marijuana in the Workforce

If I were the employer I think I would handle the situation a little better. What happened to him wasn’t his fault but is help accountable for the work he does. Like the audio said, he is always in the top 5% for employees. Just because he uses marijuana to sooth his injury it obviously doesn’t affect him work ethic.  He also said that marijuana is more effective than any other prescription drug he used. In my opinion if that was he has to use to be comfortable with work then I would be fine with that. The thing is that marijuana is legal where they are. So it us up to the manager to make rules that don’t allow that; legally he is allowed the use of marijuana. I also believe if the company requires a drug test, how would they react to his results. If he is using marijuana as a prescription drug would he still be held accountable for testing positive. I believe if marijuana isn’t legal in a different state he should be held accountable. “re-employment drug testing is allowable in most states, and can be a very effective tool for reducing insurance rates and potential worker liability issues. Many managers feel a drug-free environment tends to attract better-quality employment candidates, with the resulting impact of a higher-quality workforce”(Human Resource Management, Page 123). If they were already requiring a drug test, than he is responsible for the results. On the other hand “If the test does not have documented validity and reliability, the results of the tests should not be used for hiring decisions” (Human Resource Management, Page 123).  This is a difficult topic because it varies between which state your company is located. “When hospitality organizations design their overall compensation programs, a crucial area of concern relates to the voluntary benefits they should provide. All employers must provide those benefits required by law”(Human Resource Management, Page 285).  Prescription drug plans for purchasing, but is marijuana included if you’re in a state where its legal.

I think physical attractiveness does play a part in getting hired, or hiring someone. Many companies use attractive individuals to draw in attention and hopefully bring in customers. But I think for some companies they use physical attractiveness to make most of the money such as Hooters. Most of the males go there to watch sports and have a beer, and obviously look at the women. “An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness” (Human Resource Management, Page 104). Even though this is against the law, I still believe companies do this to make more money. Tattoos have a factor if you’re trying to be hired. If I were interviewing someone who had visible tattoos I would tell him that they would have to be covered up. Most companies don’t want any tattoos showing, so you have to cover them no matter what.” An employer can no longer seek out preferred individuals based on non-job-related factors such as age, gender, or physical attractiveness.” (Human Resource Management, Page 78).  Scars and personal hygiene, on the other hand would be difficult for an employer. You obviously can’t tell someone to hide their personal scars, but for personal hygiene I think I’d be slightly easier. If there was a open job for more of a labor type workstation they would likely be hired. But if the job was for a front desk or a server at a restaurant, where they constantly interact with customers it’d but more difficult. “Race, religion, and national origin questions are always inappropriate, as is the practice of requiring that photographs of the candidate be submitted prior to or after an interview. Questions about physical traits like height and weight have been found to violate the law because they eliminated disproportionate”(Human Resource Management, Page 117).

This Charming Man

There were countless amounts of discrimination in the movie. “One limited area where race claims have had some success is in challenges to “no beard” policies”, (Human Resource Management, Page 80). In this movie it didn’t aim toward the people with beards, but the nationality of the person itself. They took down on anyone that was Arabic, so they purposely send their calls to someone else. Also putting them in another class for language help, but its not going to help them get any jobs just because of their race. While in this short film his papers which contained his personal information, got mixed up with a Pakistan man. The luck wasn’t in his favor after he tried disguising himself as a Pakistan person. This bad move didn’t allow him to get him hired anywhere that he applied for because of the name he was trying to disguise as.” In nearly all cases, hospitality managers such as Latisha can (and often do) legally impose rules and guidelines that have a basis in social norms, such as those prohibiting visible tattoos, body piercings, or earrings for men. Even thought he didn’t break any of these rules he was still disrespected from his appearance and name. “While tattoos and piercings may be examples of employee self-expression, they generally are not recognized as signs of religious or racial expression (and thus are not typically protected under federal discrimination laws), (Human Resource Management, Page 78).  Although he did have a mustache, he didn’t get the time or day to even know what type of guild lines to follow. The unnecessary racial jokes were tossed around in this movie, and it’s not hard to believe this happens at everyday jobs. The misconceptions of races and individuals are a daily issue. Jobs need to crack down and not allow any discrimination in their workforce.