HRM Case Study Of Chapter-6

Submitted To:- Submitted By:-Chandani Oza Akash

MayankBhavesh (AB)RadhikaAsha (AB)

Content

• Introduction• Application Case• Questions and Answer• Continuing Case• Questions And Answer• Conclusion

Introduction

• This both case study is about how we take test of employee at a time selection.

• There are some important concept.– 1) Job Description: A list of a job’s duties,

responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis.

Cont…

– 2) Job Specification: A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—another product of a job analysis.

– 3) Recruiting: Finding and / or attracting applicants for the employer’s open positions is known as RECRUITING.

– 4) Screening: Means screen out the eligible candidates from total applicant.

Application Case

Wanted: Professional Social Worker

Tehri Hydro Electric Corporation Ltd. (THDC), with headquarters at Rishikesh, is a joint-venture company owned by the Government of India and the Uttar Pradesh state government. The company was set up to develop, operate, and maintain the Tehri Hydro Power Complex and other hydropower project. The Tehri dam, situated on the river Bhagirathi, is the largest earth-filled dam in Asia that is designed to withstand a high level of seismic activity. The hydropower plant attached to the dam has a generating capacity of 1,000 MW. ( Mega Watt)

The project involved large-scale displacement of people, who were residents of the towns and villages that fell within the reservoir area for the dam. As per legal regulations and international humanitarian conventions, the project-affected people had to be relocated or compensated, and the entire exercise was difficult and time consuming.

After the successful completion and commissioning of the project, THDC is developing other hydropower projects, including the 444MW Vishnugad Pipakoti Hydro Electric Project(VPHEP), located in the Chamoli district in Uttarakhand. According to the national policy on rehabilitation of displaced people, the company is responsible for the rehabilitation of People affected by the project. The company has decided to employ professional social workers to work as the interface between THDC and the local community. They will facilitate the rehabilitation and resettlement work in the Area. THDC has approached you for Help.

Questions

• 1) What should the job descriptions of a social worker look like?

• 2) What are the ideal job specifications for the person at this position?

• 3) How should we have gone about recruiting and screening for this position? What selection tools, specifically, whould you use?

Answers

Que. 1 What should the job description of a professional social worker look like?

• The professional social worker’s main work is providing social services to identified person, groups or family to improved well- being and good co-ordination between company and society. The main responsibility (Duties) of social worker are as below.– Provide counselling and support.

Cont…– Provide assistant to the individual to eliminate

the problem.– Provide mental health services within the code

of ethics.– Provide all type of referral services for clients

who require the special assistant.– Provide help in residential placement, finance,

and safety.– Monitor needs fulfilment and needs

development.

Cont..• The Knowledge, skills and Abilities Require

in Social Worker.– Knowledge of all social theories, practices and

procedures. – Knowledge about all legal rules and regulation.– Knowledge about management, handling

situation, investigation.– Must able the emergency situation, flawed etc.– The skill of communication, negotiation,

interpersonal, conflict handling etc.

Cont..• Working Condition.– The work condition of social worker is very

imbalance there are no any fix time of work, and are very stressful in some of the time.

Que.2 What are the ideal job specifications for the person at this position?

• The social worker Education:– The social worker is basically hold some degree

from the registered colleges or University.• Like BSW ( Bachelor in Social Work)• MSW ( Master in Social Work)• DSW ( Doctoral In Social Work Or Social Welfare)• This study include subject about Human Behaviour,

Rehabilitation measures, disaster management, ethics.

Cont..• Skills Specifications– Ready to works in rural area.– Have physically and mentally healthy.– Have a good Interpersonal and verbal

communication skills.– Working for long hours with uneducated

people, children.– Leave in rural area without any luxuries facility.

Que.3 How should we have gone about recruiting and screening for this position? What selection tools,

specifically, would you use?

• When we gone selecting right social worker for a this position they must be BSW or MSW registered college.

• For select right candidates must check Degree certificate, professional references, and criminal background clearance.

Cont…• Selection Tools:

• The Big Five Personality Factor i.e Extraversion, Emotional stability, Openness to experience, Agreeableness, Conscientiousness.

• Structured interview

• Work sampling to predict job performance.

• Physical ability test to measures physical strengths.

• Situational judgment tests to know candidates' mental strenghts.

Continuing Case

Honesty Testing at Carter Cleaning Company

Jennifer Carter, president of the Carter Cleaning Centers, and her father have what the latter describes as an easy but hard job when it comes to screening job applicants. It is easy because for two important jobs- the people who actually do the pressing and those who do the cleaning- spotting- the applicants are easily screened with about 20 minutes of on the job testing. As with typists, as Jennifer points out, “ Applicants either know how to press cloths fast enough of how to use cleaning chemicals and machines, or they don’t, and we find out very quickly by just trying them out on the job”. On the other hand, applicant screening for the stores can also be frustratingly hard because of the natures of some of the qualities that Jennifer would like to screen for. Two of the most critical problems facing her company are employee turnover and employee honesty. Jennifer and her father sorely need to implement practices that will reduce the rate of employee turnover.

If there is a way to do this through employee testing and screening techniques, Jennifer would like to know about it because of the management time and money that are now being wasted by the never – ending need to recruit and hire new employees. Of even greater concern to Jennifer and her father is the need to institute new practices to screen out those employees who may be predisposed to steal from the company.

Employee theft is an enormous problem for the Carter Cleaning, and one that is not just limited to employee who handle the case. For example, the cleaner – spotter and/or the presser often open the store themselves, without a manager present, to get the day’s work started, and it is not unusual to have one or more of these people steal supplies or “run a route”. Running a route means that an then secretly cleans and presses them in the Carter store, using the company’s supplies, gas, and power.

It would also not be unusual for an unsupervised person (or his or her supervisor, for that matter) to accept a one-hour rush order for cleaning or laundering, quickly clean and press the item, and return it to the customer for payment without making out a proper ticket for the item posting the sale. The money, of course, goes into the worker’s pocket instead of into the cash register.

The more serious problem concerns the store manager and the counter workers who actually have to handle the cash. According to Jack Carter, “You would not believe the creativity employees use to get around the management controls we set up to cut down on employee theft.” As one extreme example of this felonious creativity, Jack tells the following story: “To cut down on the amount of money my employees were stealing, I had a small sign painted and placed in front of all our cash registers.

The sign said sign: YOUR ENTIRE ORDER FREE IF WE DON’T GIVE YOU A CASH REGISTER RECEIPT WHEN YOY PAY. CALL -550-0235. It was my intention with this sign to force all our cash-handling employees to place their receipts into the cash register where they would be recorded for my accountants. After all, if all the cash that comes in is our stores, right? Well, one of our managers found a diabolical way around this. I came into the store one night noted that the cash register this particular manager was using just didn’t look right, although the sing was dutifully placed in front of it. It turned out that every afternoon at about 5:00 P.M. when the other employees left, this character would pull his own cash register out of a box that he hid underneath our supplies. Customers coming in would notice the sign and of course the fact that he was meticulous in ringing up every sale.

But unknown to them and us, for about five months the sales that came in for about an hour every day went into this cash register, not mine. It took us that long to figure out where our cash for that store was going.”

Questions• 1) what would be the advantages and disadvantages

to Jennifer’s company of routinely administering tests to all its employees?

• 2) Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used?

• 3) How should her company terminate employees caught stealing, and what kind of procedure should be set up for handling reference calls about these employees when they go to other companies looking for jobs?

Answers

Que. 1 what would be the advantages and disadvantages to Jennifer’s company of routinely administering tests to all its

employees?

• There are many types of Honesty testing like The Polygraph and Honesty Testing, Paper and Pencil Honesty Tests etc.

• Advantages of this testing.– The honesty test are helpful for knowing the the

candidates are honest or not.– And after knowing that the manager of this

company are through this type of employee from organization.

Cont..• Disadvantages of this testing:– The Polygraph testing for Honesty testing are

create some time problem for the organization because of the some legal restriction against the this type of test.

– The continuous Honesty testing are may some time result in down the moral of employee.

– Honesty test may Time as well as Money consuming for the organization.

– It has not any surety about test is give 100% correct result.

Que.2 Specifically, what other screening techniques could the company use to screen out theft-prone and turnover-prone employees, and how exactly could these be used?

• The screening techniques are mainly conducted at a time of selection of employee. Like Past job Data analysis, Past Job Performance Data, Background Investigation etc.

• For the eliminate theft as well as dishonesty from the organization effectively the Jennifer must check the all the past data of the candidates before select the candidates as well as give streak warning to all and create rules for the same.

Que.3 How should her company terminate employees caught stealing, and what kind of procedure should be set up for

handling reference calls about these employees when they go to other companies looking for jobs?

• The company must terminate employees if the caught stealing but only if the Jennifer are find out and collect validated proof against this time of employee. Because without any type of proof they not terminate any employee. This type of action will created fewer on the mind of other employee and in future they not try to this type of wrong practices.

Cont…

• And prepare one record file of this employee include all his practice in organization with all proof or evidence of his theft or dishonesty and do this all information to the person who call for the know about those employee information.

Conclusion

• This both case study is very helpful for understanding concept of Job Description, Job Specification, screening of candidates before selection, Honesty testing, and the action on that employee who will find done a wrong practice in the organization.

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