A job analysis is a great way to analyze whether or not the individual is suitable for the position. Creating a questionnaire regarding daily activities for the position will narrow down the selection process to a smaller portion. The information provided by the job analysis is also used to create a job description and job specification. “The job description identifies the tasks, duties and responsibilities. The “job specification lists the KSAOCs that individuals must possess to perform a job successfully” (Pynes, 2013). After an individual is hired, we need to train him with the proper format so that he can understand the concept of the job. In this process I will develop a training program that includes all policies, procedures and daily activities of the organization. Promotion from within is a goal I would also like to achieve. As I stated before, one problem that is occurring in this organization is the lack of employee motivation. “Motivation is a person's internal desire that pushes him to act. According to Rainey (2003), work motivation refers to a person's desire to work hard and work well, that is, the excitement, direction and persistence of effort in work contexts” (Pynes, 2013). Employees often feel dissatisfied because they are not offered any promotion or at least not rewarded for their efforts