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The most importance thing is advertisement and selection-(Answered)


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The most importance thing is advertisement and selection evaluation should be the same position.?





Reference: Adapted from Human Resource Forecasting Assignment, pp 108 ? 110 in Nkomo, S.


M., Fottler, M. D., McAfee, R. B. (2008) Human Resource Management Applications: Cases,


Exercises, Incidents, and Skill Builders, 6th Edition




? Practice in forecasting an organisation?s people needs


? To familiarize you with some of the factors that affect an organisation?s future people




? To familiarise you with the complexities involved in making human resource forecasts


? To point out that all human resource forecasting is based on assumptions and that these


assumptions are critical to the accuracy of the forecast




You have been given the assignment of forecasting the human resource needs of Tropic


Explorations (the Company) that currently employs approximately 1100 people. The Company


presently has 50 exploration sites located throughout tropical Australia, each of which employs


approximately 14 individuals. The Company is planning an expansion into regional areas and


expects to add 38 new exploration sites over the next three years. Exploration sites within the


Company differ considerably in size, so the figures represent averages.


During the past month, the Company has placed an order for 30 automated survey machines to


be placed in its old exploration site offices. These machines are scheduled to be in operation


December 31, one year from now. The Company has found that for each new machine


purchased, one less geologist is needed, on average. A breakdown of the Company?s current


staffing is shown in Table 1.


The Company has asked you to perform three human resource forecasting tasks. First, based on


the assumptions given below, you are required to determine employee turnover for the main


office, the old site offices, and the new regional site offices. Your boss would like to know this


information for each of the next three years and for each of the major personnel categories (i.e.,


supervisors, geologists, and main office). Your job is to complete Table 2 (5 marks).


Second, your boss would like to know the number of new employees the Company will need to


hire for each major personnel category for each of the next three years. Your job is to complete


Table 3 (7.5 marks).


Finally, your boss would like to know the total number of employees who will be working for the


Company as of the end of each of the next three years. Your job is to complete Table 4 (7.5








Table 1: Present staffing


Total Employees


Number of site offices


Supervisors per site office


Number of Supervisors


Geologists per Office


Number of Geologists


Sit office employees


Main Office Employees


Table 2: Turnover


Employee Category


Old Site Office Supervisors


Old Geologists


Main Office


New Site Office Supervisors


New Geologists




















Year 1



Year 2



Year 3



Table 3: Number of Employees to be Hired


Employee Category


Year 1


Old Site Office Supervisors





Year 2



Year 3




















24+16*4= 88



Old Geologists






Main Office


New Site Office Supervisors








New Geologists




Table 4: Year-End Employment


Employee Category


Old Site Office Supervisors


Old Geologists


Main Office


New Site Office Supervisors


New Geologists





Year 1














Year 2



Year 3




















In order to complete your assignment, your boss has told you to make a number of assumptions.


They are:





A. You are making all projections in December for subsequent years ending December 31.


B. With regard to the old site offices, assume


a. The 50 old site offices employ 4 supervisors and 10 geologists each.


b. On December 31 (one year hence) 30 machine are placed in operation and


replace 30 geologists.


c. The Company does not terminate any employees because of the new machine.


Rather, as geologists quit throughout the year, 30 are not replaced.


d. Turnover is 30 percent for geologist personnel, and 20 percent for supervisors.


C. With regard to new site offices, assume


a. New site offices are added as follows: 10 in Year 1, 12 in Year 2, and 16 in Year 3.


b. Each new site office employs 14 individuals (4 supervisors and 10 geologists).


c. New site offices are added evenly throughout the year. Thus, for the purpose of


calculating turnover, on average, there are 5 new site offices in Year 1 (50% x 10);


16 in year 2 [10 in Year 1 plus 6 (50% x 12)]; and 30 in Year 3 (22 plus 8 (50% x




d. Turnover is 30 percent for geologists, and 20 percent for supervisors.


D. With regard to the main office, assume that turnover will be 10 percent per year.








References: Adapted from Job Analysis: Writing Job Description, pp 97-99 in Nkomo, S. M.,


Fottler, M. D., McAfee, R. B. (2008) Human Resource Management Applications: Cases, Exercises,


Incidents, and Skill Builders, 6th Edition


(Note: Group Presentation based on portfolio due in week 5)




? To familiarise you with the job analysis process and with job descriptions


? Practice in writing job descriptions


? To make you aware of different methods for recruiting candidates and stand out from the







Job Analysis, Writing Job Descriptions and Recruitment Advertising



A. Draw up a set of job descriptions for each of the positions in the case ? site supervisor,


geologists, main office administrators (10 marks for each job description). You may use


whatever sources you want, including interviewing people you may know in these


positions or similar positions or searching relevant web sites as you want job descriptions


and lists of duties that apply specifically to mineral exploration companies. The job


analysis Questionnaire (next page) can be used as a guide to help determine the major


responsibilities and tasks of the job and the required knowledge, skills, abilities, and


personal characteristics needed to perform the job.


Remember to write the job description using action verbs when describing the


employee?s tasks, duties, and responsibilities. It is also important that specific duties be


grouped and arranged in descending order of importance. The complete job description


should follow the format shown in sample provided (below).


B. Using the job description draft an advertisement to attract the right people to apply for


one of the positions (10 marks). The advertisement will be placed with an online agency


(e.g. and will need to stand out amongst the many thousands of other


positions being advertised.






Job Analysis Questionnaire


A. Job Responsibilities and Duties


a. Job title


b. Department title and/or division title


c. Title of immediate supervisor


d. Description of duties (describe the duties in enough details to provide a


complete and accurate description of the work)


i. Provide a general overall summary of the purpose of your job


ii. What are the major results or outputs of your job?


iii. Describe the duties and tasks you perform daily; weekly;




iv. Describe duties you perform irregularly.


e. List any machines, instruments, tools, machine, materials, and work aids


used in your job. Indicate percent of time used.


f. Describe the nature of your responsibility for nonhuman resources


(money, machinery, machine and so on). What monetary loss can occur


through an error?


g. What reports and records do you prepare as part of your job? When are


they prepared?


h. What is the source of instructions for performing your job (e.g. oral or


written specifications)?


i. Describe the nature and frequency of supervision received.


j. How is your work reviewed, checked, or verified?


B. Reporting Relationships


a. How many employees are directly under your supervision? What are


their job titles?


b. Do you have full authority to hire, terminate, evaluate and transfer


employees under your supervision? Explain.


c. What contacts are required with other departments or persons other


than you immediate department in performing you job? Describe the


nature and extent of the contacts.


C. Working Conditions


a. Describe the working conditions present in the location and


environment of your work such as cold/heat, noise, fumes, dust, and so


on. Indicate frequency and degree of exposure


b. Describe any dangers or hazards present in your job.


D. Job Qualifications (Be certain not to list the incumbent qualifications, but what


is required for performance by a new employee).


a. Describe the kind of previous work experience necessary for satisfactory


performance of this job.


b. What is the amount of experience required?


c. What kinds of knowledge, skills, and abilities (KSAs) are needed to


perform the job?


d. What is the minimal level of education (grammar, high school, degree


etc.) required?


e. Are any special physical skills and/or manual dexterity skills required to


perform the job?


f. Are there any special certification, registration, license, or training







Sample Job Description


Job Title: Shift Supervisor


Position Purpose: The purpose of this position is to maintain a safe and efficient


plant operation through directing the activities of the operation?s personnel and


providing a management support function for the plant superintendent.


Typical Job Duties:


1. Directs the activities of the operations personnel and coordinates the


activities of the maintenance personnel.


2. Issues written communication to employees concerning personnel policies


and operational concerns.


3. Administers a maintenance request program through collecting requests,


scheduling, and recording maintenance activities.


4. Administers the plant tagging procedure.


5. Conducts the training and safety programs for shift employees.


6. Schedules shift assignments to reflect workload and vacation schedules.


7. Performs administrative tasks such as recording workers? time, maintaining


records concerning operational activities, and updating written procedures.


8. Prepares annual budget for assigned plan area and maintains the inventory


level on these items.


9. Appraise performance of shift employees annually


10. Counsels employees on disciplinary problems and job-related performance.


11. Assumes plant superintendent?s duties when assigned.


Physical Requirements: walking and climbing stairs


Working conditions: Good, some noise


Machine and Machines Used: CRT, spectrometer, PH metre, conductivity metre


Reporting Relationships: The shift supervisor reports directly to the plant


superintendent. The shift supervisor directs the control room operator, two or


more utility operators, trainees, and other assigned personnel, and coordinates the


activities of the maintenance personnel present on shift.




Education: Associate degree or equivalent training (e.g. management training


classes) OR five (5) years of management experience


Related Experience: Minimum of three (3) years as a control room operator for a


coal-fired boiler operation.


Job Knowledge/Skills Required:


1. Comprehensive understanding of plant systems.


2. Fundamental understanding of electrical systems and motor control




3. Thorough knowledge of boiler chemistry.


4. Comprehension of flow, logic, and electrical prints.


5. Ability to perform elementary mathematical and algebraic calculations.


6. Communication and human relations skills.


7. Ability to operate CRT, spectrometer, PH metre, and conductivity metre.


8. Managerial skills.








References: Adapted from Selection Decisions, pp 131-138 in Nkomo, S. M., Fottler, M. D.,


McAfee, R. B. (2008) Human Resource Management Applications: Cases, Exercises, Incidents,


and Skill Builders, 6th Edition




? To help you develop skills in developing selection criteria and evaluation measures


? To make you aware of the complex criteria often used to select candidates


? To help you develop skills in planning and implementing semi-structured interviews


? To give you practice in preparing for the selection interview




Selection Criteria


Selection Criteria adapted from Practical Exercises: Graduate trainee selection at Yarra Bank, pp


269?271 in Stone, R. J. (2010) Managing Human Resources, 3rd Edition


Using the Job Description you have developed (above)


1. Develop a list of key selection criteria for an upcoming vacancy in this position in terms of


experience, qualifications, skills/abilities, personal qualities and special requirements


(see template below) (10 marks).


2. Outline how you would evaluate the candidates on each criterion, develop a rubrics to


assist the evaluation process (20 marks).


3. Develop a list of interview questions that you would use to validate the claims of an


applicant for the position (10 marks).


Key selection criteria




What type of and how much experience is required to perform this job successfully?




What are the minimum formal educational qualifications required to perform this job






What special skills and/or abilities and knowledge are required to perform this job




Personal Qualities:


What special personal qualities (physical characteristics and personality characteristics)


are required to perform this job successfully?


Special requirements:


What special requirements are required to perform this job successfully?







Paper#9257322 | Written in 27-Jul-2016

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