Organizational StructureImportance of Hiring and Employee DevelopmentIt is essential that organizations hire employees who will support their goals to achieve their mission and corporate goals. vision. In order to hire the “right” people for the job; an organization must properly define what exactly it needs the employee to provide or produce to achieve the company's goals and objectives. This is done in today's workplace through job analysis. A job analysis is a systematic study of a job to identify its main components (Werner & DeSimone, 2012, P. 119). The analysis should capture what is required to complete the job tasks, what basic knowledge and physical abilities are required to successfully complete the tasks, and what the working conditions of the job are. One of the most important elements of a job analysis. involves determining the knowledge, skills, and abilities an employee must possess to become a successful employee. This information is essential for the understanding of selection managers and potential candidates. Requiring specific knowledge for a position sets the organization and the employee up for success. If a candidate does not have the basic knowledge for the position, the organization and the employee quickly become unhappy and frustrated. Having the required knowledge helps organizations avoid a poor work environment and having to deal with uncomfortable discussions with workers who lack the knowledge necessary to succeed in the role. Training supports the second important element of a job analysis, skills. Skills are the skill levels needed to perform various tasks in a job. Technology is evolving rapidly; therefore, it is important...... middle of paper ...... customers' perceptions of the service and the quality of service they received. The goal of organizations is to be efficient and effective. In the case of a customer service representative, he must react quickly and resolve the problem in question efficiently. References Levy, PE, (2010). Industrial Organizational Psychology, Understanding the Workplace (3rd ed.). New York, NY: Worth Publishers Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of Human Resource Management (5th ed.). New York, NY: McGraw-Hill.Society for Human Resource Management website (2014). Fleishman Job Analysis Survey Online, retrieved from http://www.shrm.org/templatestools/assessmentresources/shrmtestingcenter/products/mri/pages/fjas.aspxWerner, JM and DeSimone, RL (2012). Human resource development (6th ed.). Mason, OH: Southwest Cengage Learning.