Job Analysis and Hiring Decisions at Ovania Chemical

Question 1

Conducting a job analysis for a job that has not yet been created is hard but some opportunities provide insights on how one can do it. Technological advances and stiff competition posed by other firms are some of the most significant opportunities that necessitate an effective job analysis for a job yet to be created. This is an implication that an organization can project where it ought to be in the next days amid competition and technology. This will help you to know what your organization requires in terms of numbers, skills, and areas of specialization. This is a suggestion that you have to investigate what new features that your organization will initiate to approximate what will be needed when you conduct a job analysis. Setting certain requirements is also key to ensuring that the applicants meet the demands of your new job descriptions.

Question 2

The committee was very adamant to include skills that could be learned within two years because of two significant reasons. Firstly there was a need to ensure that the projections of the new positions met the requirements in attempts to estimate. This is because there was quite a considerable time before the execution of the real expansion that would effectively accommodate those skills. The second reason involves the need to preserve the image of the company since it was doing a job analysis on a job that was not yet established. This is a suggestion that it could not rush to initiate training programs yet the jobs were not yet there. Thus, they had to analyze based on skills that did not require training to avoid trust issues from potential employees.

Question 3

According to the firm’s idea, the issue of women getting into dirty treatment tanks should not have been a selection issue. This is because the company was opting to recruit potential employees based on merit and skills. Besides, the firm believed in fairness and objectivity (Snell, Morris & Bohlander, 2016). These reasons should be the fundamental guidance to ignore issues of women getting into dirty treatment tanks. The need for inclusion should have been the absolute measurement when it comes to selecting. Whereas these factors are basic to influence the recruitment process for potential employees, the results of the skills and tests disapproved the notion of women not getting into dirty treatment tanks. This is because, according to the results in figure 3.3, a huge number of women scored tremendously in the tests. All of them were above the cutoff, and a significant number performing highly than men. This is an implication that their skills should be the best determinant of whether they are fit or not.

Question 4

The battery and selection procedure would be defensible in court. This is because, Ovania as a firm, was striving to achieve its sets of goals. This is a suggestion that it needed to recruit employees based on various success-driving influences. One of the most significant of these influences would be skills, hence the defense of the battery and selection procedure adopted. The second reason would be the willingness of Ovania to encourage the employment of minority and women defying its past norm. Although it decided to initiate inclusion regarding minority group and gender balance, they still required skills because of the firm’s projections. Thus, the act of using a battery and the selection procedure would be justifiable. This would be in term of alignment with what the firm had analyzed that would be essential in its new shape.

Reference

Snell, S., Morris, S., & Bohlander, G. (2016). Job analysis and hiring decision at Ovania chemical . Managing human resources. Boston, MA: Cengage Learning.