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


PORTFOLIO ASSIGNMENT

 

PART 1: HUMAN RESOURCE FORECASTING (20 marks)

 

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

 

LEARNING OBJECTIVES

 

? Practice in forecasting an organisation?s people needs

 

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

 

needs

 

? 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

 

INSTRUCTIONS

 

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

 

marks).

 


 

1

 


 

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

 


 

1100

 

50

 

4

 

200

 

10

 

500

 

700

 

400

 


 

Year 1

 


 

Year 2

 


 

Year 3

 


 

Table 3: Number of Employees to be Hired

 

Employee Category

 

Year 1

 

Old Site Office Supervisors

 

40

 


 

Year 2

 


 

Year 3

 

40

 


 

141

 


 

141

 


 

40

 

13+12*4=

 

61

 


 

40

 

24+16*4= 88

 


 

Old Geologists

 


 

15030=120

 


 

Main Office

 

New Site Office Supervisors

 


 

40

 

4+10*4=44

 


 

New Geologists

 

TOTALS

 

Table 4: Year-End Employment

 

Employee Category

 

Old Site Office Supervisors

 

Old Geologists

 

Main Office

 

New Site Office Supervisors

 

New Geologists

 

TOTALS

 


 

Year 1

 

20040+40=200

 

500150+120=47

 

0

 

0-4+44=40

 


 

40

 


 

Year 2

 


 

Year 3

 

200

 


 

470141+141+470

 


 

470

 


 

40-13+61=88

 


 

8824+88=152

 


 

200

 


 

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

 

They are:

 

2

 


 

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

 

16)].

 

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.

 


 

3

 


 

PART 2: WRITING JOB DESCRIPTION & RECRUITMENT ADVERTISEMENT (40 Marks)

 

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)

 

LEARNING OBJECTIVES

 

? 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

 

crowd

 

INSTRUCTIONS:

 


 

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. Seek.com) and will need to stand out amongst the many thousands of other

 

positions being advertised.

 


 

4

 


 

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;

 

monthly.

 

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

 

requirements?

 

5

 


 

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.

 

Qualifications:

 

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

 

centres.

 

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.

 


 

6

 


 

PART 3: WRITING SELECTION CRITERIA (40 marks)

 

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

 

LEARNING OBJECTIVES

 

? 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

 

INSTRUCTIONS:

 

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

 

Experience:

 

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

 

Qualifications:

 

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

 

successfully?

 

Skills/Abilities:

 

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

 

successfully?

 

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?

 


 

7

 


 

 

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