Capacity, quality, and quantity of the workforce

Capacity, quality, and quantity of the workforce

Capacity, quality, and quantity of the workforce that an entity use is essential in realizing organizational goals and in managing delivery demands of the operation process. The process of recruiting and staffing is a procedure that should be conducted professionally. The strategy used to identify select and recruit news staffs should be well articulated and customized to meet the position of interest and aligned to organization culture. A procedure that an organization applies is prepared by professionals who have a piece of extensive knowledge. To meet demands for an optimized plan committee entitled to handle the project should be rich in s diversity of expertise of members. Experts would ensure critical needs are put in place and well-articulated to identify and hire most qualified candidates. Lastly and equally important, the process should not be biased or discriminate against individuals in non-professional related issues. (Maloney, nd).

Case Study Review

Ovania Corporation is a renowned chemical industry with a plant in Ohio, West Virginia, and Pennsylvania. The main product of Ovania Chemicals is polyethylene terephthalate ‘(PET)’ raw material for the production of containers used in packaging. Major consumers of PET include soft drinks companies, bottled potable water, pharmaceuticals, and the hospitality industry. Like any in other sectors, the firm faces competition from giants, medium, and small-sized firms in the chemical production sector. To retain her competitive capacity, the firm has adopted and continues to integrate technology into its operation process. Technological advances apart from transforming operations and enhancing production have also created new jobs or positions that require specialized knowledge. Due to changes caused by invented and adopted tech, Ovania corporation needs to hire a system analyzer that will be designated to work at the Steubenville factory.

Responsibilities of the system analyzer for the firm include monitoring all components of the production process. The trust has an extreme demand in that one should and must all parts simultaneously. With automation of the production process, semiskilled technicians who handled the responsibility are incompetent in the current system. The candidate to fill the new prestigious position must have knowledge and skills in some core areas. Knowledge and skills that are vital include for this position include IT, pneumatics, electrical wiring, hydraulics, planning and scheduling, electrical wiring, and programming.

Job analysis and new position description are done by a committee that comprises the firm and Human Resource manager, two senior engineers, and two outsourced consultants. The objective of the management is to hire qualified personnel who will be included in the transformation process. The project is scheduled to be 70% effected in two years; therefore, a necessity to have the analyzer slowly incorporated into the workforce. The committee identified twelve dependent variables that would be used to evaluate candidate competence to the task during the interview.

Variables that will be used as score index for candidates include finger dexterity, mechanical comprehension, numerical ability, spatial ability, the pursuit of the eyes, and detection. Also, core skills that relate to communication are rated. Communication skills are requirements, and apart from particular groups of employees, it is a necessity in every job and to each individual even in general life. Communication skills evaluated and rated include verbal, writing, logic, reading, and tabulation of tables and tools. As a common practice among most of the organizations, the firm first initiative will be to recruit internally. Hiring internally would reduce the cost for the process since if successful, the person who would fill the position is already familiar with operation procedure. However, the three semiskilled employees who served in the area excornonated themselves due to lack of capacity leading to external hiring.

Questions

Q1. Job analysis strategy

The objective of the job description, also known as analysis, is to state core elements and factors that relate to the position and qualified candidate for the post. In general, job analysis is an accurate summary of all the crucial details for the position that a firm or management intends to hire. Information that I would capture would be on two spectrums. The first category of information to include in my analysis would be the general-purpose parameters. A general-purpose description for a job includes title, location, and purpose/role. The second category of information that I would articulate on my job analysis is specifics. Specific descriptions would capture key responsibilities, qualifications, subtasks, experience, and skills, and expected operation procedures.

The process adopted and strategy used in job analysis has a significant role in the end product. A lean and effective approach that I would apply would have nine core phases. Identifying and handling activities in phase increase the chances of extensive of each factor under the job description. The process would have the following stages.

Define the purpose and objective of the process

Identification of committee members

Procedure to follow in conducting the job process

Decision rule which acts as a guide to resolution and principles of engagement in the process

Training committee members to establish uniformity and clarify what expected for them and for the position to enhance their capacity in making contributions.

Gathering resources to ensure the process is well facilitated.

Data gathering which would act as a guide and reference in the process.

Data management strategy to ensure information is accurately captured, documented, verified, and accessible for review.

Describing position through contribution and discussion in a forum where all members are given equal opportunity to contribute.

Q2. The committee had already critical factors that the three candidates must have to be able to handle the responsibilities. Being a crucial requirement, a qualified must have the skills to do the job.

Q3. The issue of women in specific getting into dirty tank should not be criteria to consider qualified candidates because this would be a violation of professional ethics. It’s unprofessional and also illegal to victimize a candidate on the bases of gender. Discrimination of sex is a retrogressive practice, which in most countries is a civil crime. In the United States IDEA, provisions prohibit sex, age, and race discrimination (Victoria State, 2020).

Q4. Though job description is not a universal requirement in most countries where labor laws define the boundaries, the document can be considered in a court of law. If there are laws and regulations enacted, the material will qualify depending on the provision defined by the rules (Diana, 2020).