Step-by-step Instant Solution
The most importance thing is advertisement and selection evaluation should be the same position.?
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
? 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
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
Old Site Office Supervisors
New Site Office Supervisors
Table 3: Number of Employees to be Hired
Old Site Office Supervisors
New Site Office Supervisors
Table 4: Year-End Employment
Old Site Office Supervisors
New Site Office Supervisors
In order to complete your assignment, your boss has told you to make a number of assumptions.
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.
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)
? 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. Seek.com) 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
h. What is the source of instructions for performing your job (e.g. oral or
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
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.
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
? 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 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
What special personal qualities (physical characteristics and personality characteristics)
are required to perform this job successfully?
What special requirements are required to perform this job successfully?
Paper#9257322 | Written in 27-Jul-2016Price : $17.85