Ovania Chemical conducted a job analysis of its systems analyst position due to anticipated changes in job responsibilities of up to 70% due to technological changes. A selection committee was formed to understand the future job responsibilities and capabilities needed. The committee prioritized aptitude abilities over past achievements in candidates. There were concerns that choosing a female or minority may face legal issues or lack of acceptance by employees. Fifty-six candidates applied including twenty-one females and fifteen black candidates. The objectives of the analysis were to identify future-oriented job analysis processes, the reasons for considering aptitude tests in selection, and potential discrimination issues.
Ovania Chemical conducted a job analysis of its systems analyst position due to anticipated changes in job responsibilities of up to 70% due to technological changes. A selection committee was formed to understand the future job responsibilities and capabilities needed. The committee prioritized aptitude abilities over past achievements in candidates. There were concerns that choosing a female or minority may face legal issues or lack of acceptance by employees. Fifty-six candidates applied including twenty-one females and fifteen black candidates. The objectives of the analysis were to identify future-oriented job analysis processes, the reasons for considering aptitude tests in selection, and potential discrimination issues.
Ovania Chemical conducted a job analysis of its systems analyst position due to anticipated changes in job responsibilities of up to 70% due to technological changes. A selection committee was formed to understand the future job responsibilities and capabilities needed. The committee prioritized aptitude abilities over past achievements in candidates. There were concerns that choosing a female or minority may face legal issues or lack of acceptance by employees. Fifty-six candidates applied including twenty-one females and fifteen black candidates. The objectives of the analysis were to identify future-oriented job analysis processes, the reasons for considering aptitude tests in selection, and potential discrimination issues.
Ovania Chemical conducted a job analysis of its systems analyst position due to anticipated changes in job responsibilities of up to 70% due to technological changes. A selection committee was formed to understand the future job responsibilities and capabilities needed. The committee prioritized aptitude abilities over past achievements in candidates. There were concerns that choosing a female or minority may face legal issues or lack of acceptance by employees. Fifty-six candidates applied including twenty-one females and fifteen black candidates. The objectives of the analysis were to identify future-oriented job analysis processes, the reasons for considering aptitude tests in selection, and potential discrimination issues.
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Job Analysis & Selection Process of Ovania Chemical
Chemical Industries
A chemical substance is a form of matter that has constant chemical composition and characteristic properties.[1] It cannot be separated into components by physical separation methods. Chemical substances can be chemical elements, chemical compounds, ions or alloys. The chemical industry comprises the companies that produce industrial chemicals. Central to the modern world economy, it converts raw materials (oil, natural gas, air, water, metals, and minerals) into more than 70,000 different products. Although chemicals were made and used throughout history, the birth of the heavy chemical industry (production of chemicals in large quantities for a variety of uses) coincided with the beginnings of the Industrial Revolution in general. One of the first chemicals to be produced in large amounts through industrial process was sulfuric acid. In 1736, the pharmacist Joshua Ward developed a process for its production that involved heating saltpeter, allowing the sulfur to oxidize and combine with water. It was the first practical production of sulfuric acid on a large scale. John Roebuck and Samuel Garbett were the first to establish a large-scale factory in Prestonpans, Scotland, in 1749, which used leaden condensing chambers for the manufacture of sulfuric acid.[1][2]
Polymers and plastics, especially polyethylene, polypropylene, polyvinyl chloride,
polyethylene terephthalate, polystyrene and polycarbonate comprise about 80% of the industrys output worldwide.[citation needed] These materials are often converted to fluoropolymer tubing products and used by the industry to transport highly corrosive materials.[11] Chemicals are used to make a wide variety of consumer goods, as well as thousands of inputs to agriculture, manufacturing, construction, and service industries. The chemical industry itself consumes 26 percent of its own output.[citation needed] Major industrial customers include rubber and plastic products, textiles, apparel, petroleum refining, pulp and paper, and primary metals. Chemicals are nearly a $3 trillion global enterprise, and the EU and U.S. chemical companies are the world's largest producers.[citation needed]
Sales of the chemical business can be divided into a few broad categories, including basic chemicals (about 35 to 37 percent of the dollar output), life sciences (30 percent), specialty chemicals (20 to 25 percent) and consumer products (about 10 percent).[12] Job Analysis & Selection Process of Ovania Chemical
Ovania Chemical Case Summary
Ovania Chemical Corporation is a producer of polyethylene terephthalate (PET) thermoplastic resins which is primarily used to make containers for consumer product and also use pharmaceutical products. Its a smaller company situated in Steubenville,ohio. In recent years due to technological change this organization has noticed that the job responsibilities of it system analyzer position will going to change up to 70%. For this reason to sustain in a competitive market Ovania Chemical has decided to replace its current employees of that position with the new capable workforces as the current employees are unable to match with this job responsibilities change. Now they have formed a selection committee to butter understand the future job responsibilities and the type of capabilities will needed to do that job. They prioritise aptitude abilities of the candidates rather than their past achievement. The selection committee also find out that, there might be a problem if they choose a female or a minor for that position. Employees may not be accept them. The company also dont want to experience any legal problem for any discrimination issue. Now for this position fifty six employees applied among them twenty one were female and fifteen were black.
Objective
The main objectives of doing this case analysis are given below:
1. Future oriented job analysis process
2. Reason for Considering Aptitude test for selection process
3. Discrimination issue under selection Process
Job Analysis & Selection Process of Ovania Chemical
Future Oriented Job Analysis
Doing business in todays world is very challenging due to its changing nature. Everything is changing in its own way. Active managers know that to sustain in a competitive market place he need to cope up with this change. Among verity of changing trend one of the most important changes is Technological change. Due to technology Employees and employers both are shaping their work area in a more effective way. The practices of human resources management is also get change due to technology. HR managers use technology to upgrade their work process. One of the critical tasks of a HR manager is to do job analysis for the organization. Traditionally job analysis done through analyzing current organizational satiation and its demand, but as technology getting change rapidly to sustain in the market place HR manager need to do job analysis of those job which may not exist currently but may take place in the near future. Doing job analysis of the future oriented job is not that easy its need proper understanding of changing trend. HR manager can do a future oriented job analysis by strategic job analysis method.
Strategic Job Analysis: refers to a process of specifying the tasks to be performed
( see task ) and the knowledge, skills, abilities, and other characteristics ( see ksaos ) required to effectively perform those tasks for a job as it is predicted to exist in the future ( Schneider and Konz, 1989 ) Focuses on jobs as they will exist in the future Anticipates performance requirements due to changes in Technology Organizational structure Organizational functions
Process of Strategic Job Analysis
The process of conducting strategic job analysis involves understanding the future job responsibilities of the position and the set of abilities that need to complete those duties. An employee must have the knowledge, skill and ability to complete them upon hire or after training. Consider the type of education and experience candidates must have to prepare them to satisfactorily perform the job duties identified as vital at the time of hire. The process of strategic job analysis involve with three steps. Each of these steps is describing an important part of the job analysis. The graphical presentation of strategic job analysis process is given below: Job Analysis & Selection Process of Ovania Chemical
Strategic Job Analysis Process
Descriptive: The descriptive part helps to understand the current situation of the organization. We will found two steps under this part where first step help to describe the present deities and capabilities of the currently working employees. On the other hand the second step involve to describe about what type of change organization going to experience after a curtain period of time. For better understanding we can break down the work under descriptive part in the following way:
Actions
Examine existing documents
Position descriptions Work products SOPs and manuals Talk to Subject Matter Experts (SMEs) Job incumbents Supervisors
Look for changes
Technology applied Typical transactions Workforce size Mission focus Job Analysis & Selection Process of Ovania Chemical
Prescriptive: The prescriptive part of the strategic job analysis process help to identify what are the major issues and challenges an organization is facing currently and in upcoming years may face. Under step three organizations will go to find out the current issues and challenges. And under step four they will try to find out the probable challenges that a firm will face in the future. To do this work some process they will going to follow:
Actions Examine existing documents Work planning documents Reports of accomplishments Talk to managers, customers, and experts Agency managers Customers Academics, leaders in professional groups and associations Examine Skill levels Skill gaps Knowledge management Political implications
Predictive: The last stage of strategic job analysis is included with two step, where step five help to identify about what sort of job going to change in the upcoming future. And step six will help to find out due to change in job what will be the probable job duties that employee need to do also help to find out the capabilities that an employee will need to do that job. The action plan for predictive step involve with theses following task :
Actions Examine future -oriented documents Strategic plans Futurists predictions Policy papers Talk to senior leaders and policy makers Senior executives Policy analysts Futurists, members of think tanks Predict changes Technology applied Typical transactions Workforce size Mission focus Job Analysis & Selection Process of Ovania Chemical
Recommendation: In term of our Ovania Chemical case if we want to do a job
analysis for a future oriented job we can use the Strategic job analysis process. the type of thing that we need to consider while doing job analysis for Ovania Chemical are given below:
Identify the specific nature of the job & Requirements of the candidates. List of duties that need to perfume for that position Identify type of qualification and capabilities that is required to do that position work.
References: 1. Derry, Thomas Kingston; Williams, Trevor I. (1993). A Short History of Technology: From the Earliest Times to A.D. 1900. New York: Dover. 2. Jump up Kiefer, David M. (2001). "Sulfuric Acid: Pumping Up the Volume". American Chemical Society. Retrieved 2008-04-21. 3.
