NAME-SAYAN SUR
ROLL NO-30905022027
STREAM-BBA 4 SEMTH
SECTION-E
SUBJECT-HUMAN
RESOURCE MANAGEMENT
(BBA 401)
TOPIC
CASE STUDY
(Tropical Strom Allison)
APPLICATION CASE Tropical Storm Allison.
In June 2001 tropical storm Allison hit North Carolina and the Optima Air
Filter Company. Many employees’ homes were devastated, and the firm
found that it had to hire almost three completely new crews, one for each of
its shifts. The problem was that the “old-timers” had known their jobs so
well that no one had ever bothered to draw up job descriptions for them.
When about 30 new employees began taking their places, there was general
confusion about what they should do and how they should do it. The storm
quickly became old news to the firm’s out of state customers, who wanted
filters, not excuses. Phil Mann, the firm’s president, was at his wit’s end. He
had about 30 new employees, 10 old-timers, and his original factory
supervisor, Maybelline. He decided to meet with Linda Lowe, a consultant
from the local university’s business school. She immediately had the old-
timers fill out a job questionnaire that listed all their duties. Arguments
ensued almost at once: Both Phil and Maybelline thought the old-timers
were exaggerating to make themselves look more important, and the old-
timers insisted that the lists faithfully reflected their duties. Meanwhile, the
customers clamoured for their filters.
Questions
1. Should Phil and Linda ignore the old-timers’ protests and write up the job
descriptions as they see fit? Why? Why not? How would you go about
resolving the differences?
2. How would you have conducted the job analysis?
Answer for question no. 1
No, to me Phil and Linda shouldn't ignore the old timer's as they are more
experience and have full knowledge about the works.
Job description as Phil and Linda see fit.
Optima Air Filter company
Job Title: Worker
Department: Manufacturing.
Reports To: President
FLSA Status: Non Exempt
Prepared By: Linda Lowe
Prepared Date: June 1, 2001,
Approved By: Phil & Maybelline
Approved Date: SOON APPROVED
SUMMARY
Plans, directs, and coordinates the marketing of the organization’s
products and/or services by performing the following duties personally or
through subordinate supervisors.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The worker must be efficient.
The worker should complete the work at the correct time.
The new workers should learn the working process faster from the trainer.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform
each essential duty satisfactorily. The requirements listed below are
representative of the knowledge, skill, and/or ability required. Reasonable
accommodations may be made to enable individuals with disabilities to
perform the essential functions.
Working knowledge
The worker should know the process of manufacturing AIR FILTER & and
with job experiences.
Benefits
Health insurance
Paid overtime
Schedule
Day/night
Education
High school pass+
In my opinion, we should not overlook the experience and expertise of the
old timers who are already familiar with the working process. However, it is
important to also consider hiring new and young workers who can learn
quickly and work efficiently once they are properly trained. It's important to
ensure that all workers, regardless of age, are qualified and capable of
performing their job responsibilities effectively. We can use experienced
workers to train new workers and create mixed groups in different
manufacturing departments. In this way, older workers will retain their
entitlements & your company can provide the final product to the customers
at a quicker pace.
Answer for Question NO. 2
In my opinion, conducting the job analysis usually involves a joint effort by
an HR specialist, the worker, and the worker’s supervisor. The HR
specialist (perhaps an HR manager, job analyst, or consultant) might
observe and analyse the job and then develop a job description and
specification. The supervisor and worker may fill out questionnaires listing
the subordinate’s activities. The supervisor and worker may then review
and verify the job analyst’s conclusions regarding the job’s activities and
duties. Let's create a list of job requirements and questions for both new
and old workers to analyse.
CONTINUING CASE: Who Do We Have to Hire?
As the excitement surrounding the move into their new offices wound down, the two
principal owners of LearnInMotion.com, Mel and Jennifer, turned to the task of hiring
new employees. In their business plan they’d specified several basic aims for the
venture capital funds they’d just received, and hiring a team topped the list. They
knew their other goals—boosting sales and expanding the Web site, for instance—
would be unreachable without the right team. They were just about to place their
ads when Mel asked a question that brought them to a stop: “What kind of people
do we want to hire?” It seemed they hadn’t really considered this. They knew the
answer in general terms, of course. For example, they knew they needed at least
two salespeople, plus a programmer, a Web designer, and several content
management people to transform the incoming material into content they could
post on their site. But it was obvious that job titles alone really didn’t provide enough
guidance. For example, if they couldn’t specify the exact duties of these positions,
how could they decide whether they needed experienced employees? How could
they decide exactly what sorts of experiences and skills they had to look for in their
candidates if they didn’t know exactly what these candidates would have to do?
They wouldn’t even know what questions to ask. And that wasn’t all. For example,
there were obviously other tasks to do, and these weren’t necessarily included in
the sorts of things that salespeople, programmers, Web designers, or content
management people typically do. Who was going to answer the phones? (Jennifer
and Mel had originally assumed they’d put in one of those fancy automated call
directories and voice-mail systems—until they found out it would cost close to
$10,000.) As a practical matter, they knew they had to have someone answering the
phones and directing callers to the proper extension. Who was going to keep track
of the monthly expenses and compile them for the accountants, who’d then
produce monthly reports for the venture capitalist? Would the salespeople generate
their own leads? Or would LearnInMotion.com have to hire Web surfers to search
and find the names of people for the sales staff to call or e-mail? What would
happen when the company had to purchase supplies, such as fax paper or
computer disks? Would the owners have to do this themselves, or should they have
someone in house do it for them? The list, it seemed, went on and on. It was
obvious, in other words, that the owners had to get their managerial act together
and draw up the sorts of documents they’d read about as business majors— job
descriptions, job specifications, and so forth. The trouble is, it all seemed a lot
easier when they read the textbook. Now they want you, their management
consultants, to help them do it. Here’s what they want you to do for them.
Questions and Assignments
1. Draw up a set of job descriptions for each of the positions in the case:
salesperson, Web designer, programmer, content manager. You may use
whatever sources you want, but preferably search the Internet and relevant
Web sites, since you want job descriptions and lists of duties that apply
specifically to dot-com firms.
2. Next, using sources like those in Question 1— and whatever other
sources you can think of—draw up specifications for each of these jobs,
including things such as desirable work habits, skills, education, and
experiences.
3. Next, keeping in mind that this company is on a tight budget, write a
short proposal explaining how it should accomplish the other activities it
needs done, such as answering the phones, compiling sales leads,
producing monthly reports, and purchasing supplies.
Answer for question no 1.
Salesperson Job Description
Job title-Salesperson
Department-Air Filter Company
Reports to-President
FLSA status-Not exempt
Prepared By-Linda Lowe
WE ARE LOOKING FOR A FRIENDLY SALESPERSON TO ASSIST
CUSTOMERS IN OUR AIR FILTER STORE. THE SALESPERSON IS
RESPONSIBLE FOR GREETING CUSTOMERS, HELPING THEM FIND ITEMS
IN THE STORE, AND RINGING UP PURCHASES. TO BE SUCCESSFUL AS A
SALESPERSON YOU MUST HAVE EXCELLENT COMMUNICATION SKILLS. A
GOOD SALESPERSON MEETS SALES OBJECTIVES WHILE REMAINING
POLITE AND HELPFUL TO CUSTOMERS.
RESPONSIBILITIES:
Greet customers.
Help customers find items in the store.
Check for stock at other branches or order requested stock for customers.
Provide customers with information about items.
Ring up purchases.
Elevate complaints to management.
Keep track of inventory.
SALESPERSON REQUIREMENTS:
A degree in sales, marketing, commerce or a related field would be
advantageous.
Excellent communication skills
Flexible work hours
Basic mathematic skills
Prior experience in retail
Excellent customer service skills
Motivation to work through busy shifts
WEB DESIGNER JOB DESCRIPTION
Job Title: Web designer
Job Department: Air filter company
Reports To: President
FLSA Status: Non-Exempt
Prepared By: Linda Lowe
WE ARE LOOKING FOR A WEB DESIGNER WHO WILL BE RESPONSIBLE FOR CREATING GREAT
WEBSITES FOR OUR CLIENTS AND FOR OUR COMPAMY. PRIMARY DUTIES INCLUDE
CONCEPTUALIZING AND IMPLEMENTING CREATIVE IDEAS FOR CLIENT WEBSITES, AS WELL AS
CREATING VISUAL ELEMENTS THAT ARE IN LINE WITH OUR CLIENTS' BRANDING. YOU WILL BE
WORKING CLOSELY WITH OUR WEB DEVELOPMENT TEAM TO ENSURE PROPER AND HASSLE-
FREE IMPLEMENTATION. TO BE SUCCESSFUL IN THIS ROLE, YOU WILL NEED TO HAVE
EXCELLENT VISUAL DESIGN SKILLS AND BE PROFICIENT IN GRAPHIC DESIGN SOFTWARE SUCH
AS ADOBE PHOTOSHOP AND ADOBE ILLUSTRATOR.
WEB DESIGNER RESPONSIBILITIES:
Conceptualizing creative ideas with clients Testing and improving the design
of the website Establishing design guidelines, standards, and best practices
Maintaining the appearance of websites by enforcing content standards
Designing visual imagery for websites and ensuring that they are in line with
branding for clients Working with different content management systems
Communicating design ideas using user flows, process flows, site maps,
and wireframes Incorporating functionalities and features into websites
Designing sample pages including colours and fonts Preparing design plans
and presenting the website structure
WEB DESIGNER REQUIREMENTS:
A relevant diploma in a related field Proficiency in graphic design software
including Adobe Photoshop, Adobe Illustrator, and other visual design
tools Proficiency in front-end development web programming languages
such as HTML and CSS, J Query, and JavaScript Good understanding of
content management systems Good understanding of search engine
optimization principles Proficient understanding of cross-browser
compatibility issues Excellent visual design skills Up-to-date experience
with international web protocols, standards, and technologies Creative
and open to new ideas Adaptable and willing to learn new techniques.
Programmer Job Description
Job Title: Programmer
Department: Air filter company
Reports To: President
FLSA Status: Non-Exempt
Prepared by: Linda Lowe
We are seeking a meticulous and technically skilled programmer who can develop
and maintain our organization's systems software and computing infrastructure.
The Programmer will be responsible for managing systems performance,
providing technical support, reviewing and updating existing programs, identifying
and fixing defects, supporting data architecture, generating reports, developing
in-house software, and mitigating potential risks. Your expertise in programming
will help our organization increase efficiency and service by constructing,
maintaining, and streamlining our computing systems and programs. The ideal
candidate for this role must have superior coding skills, excellent communication,
concentration, task management, problem-solving, and critical thinking skills.
Essentially, the outstanding programmer must improve the efficiency and cost-
effectiveness of systems, resolve errors, and design programs that meet the
specific needs of our organization.
COMPUTER PROGRAMMER RESPONSIBILITIES:
Coding, testing, debugging, and troubleshooting computer systems, designing
structures, managing databases, maintaining operating systems, editing source-
code, profiling, analysing algorithms, implementing build systems, and providing
tech support.
COMPUTER PROGRAMMER REQUIREMENTS:
Degree in computer science or computer programming
End user-oriented
Expert IT skills
Strong aptitude for math
Advanced knowledge of operating systems
Analytical and problem-solving skills
Java, C++, SQL, C#, and HTML experience
Aptitude for learning new technology
Deadline driven
Superior communication skills
CONTENT MANAGER JOB DESCRIPTION
Job Title: Content Manager
Job Department: Air filter company
Reports To: President
FLSA Status: Non-Exempt
Prepared By: Linda Lowe
We are searching for individuals who possess both creative and analytical thinking
abilities. The responsibilities of a content manager include creating and
publishing content, writing, editing, and proofreading, developing content
strategies, and overseeing a content team, amongst other responsibilities.
Content managers should feel comfortable coming up with innovative methods of
establishing an online presence, as well as utilizing analytics to create an effective
content strategy. In this context, content refers to multimedia articles, blog posts,
images, or videos that assist in promoting engagement online.
CONTENT MANAGER RESPONSIBILITIES:
Writing, editing and proofreading content
Managing a content team consisting of writers, graphic designers, videographers,
etc
Formulating a cross-platform content strategy
Brainstorm with team members to develop new ideas
Build a following on social media
Provide editorial, creative and technical support to team members
Track web analytics to ascertain content engagement levels
CONTENT MANAGER REQUIREMENTS:
Bachelor's degree in communications, journalism, English or related field
3-4 years agency experience or in a similar role
Adept at keyword placement and SEO best practices
Excellent written and verbal communication skills
Highly computer literate and advanced knowledge of HTML
Proficiency with popular content management systems
Experience with social media management Creativity and the
Ability to develop original content
Ability to develop content that provokes engagement
Strong leadership qualities
Answer for question no 2.
Job specification of salesperson
The salesperson has the responsibility of welcoming customers, assisting
them in locating items within the store and processing their purchases at
the cash register. In order to excel as a salesperson, one must possess
exceptional communication skills. A competent salesperson achieves
their sales targets while maintaining a courteous and helpful demeanor
towards the customers.
Job specification of web designer
Bachelor's degree in graphic design or a related field is required, along with
one to three years of professional design experience and a portfolio of
strong creative work. Experience with Adobe Creative Cloud
(Dreamweaver, Photoshop, in Design, Illustrator) is also necessary.
Job specification of programmer
Collaborate with product, design, and marketing teams to fix bugs in
existing code. Provide testing, documentation, training, and support for
third-party software products while maintaining documentation per
company standards.
Job specification of content manager
This role involves managing the creation and distribution of messaging to
inform and delight audiences. It requires knowledge of digital marketing
software, tools, and methods, with a focus on content and SEO.
Additionally, the role involves people and project management skills.
Answer for question no.3
Introduction: As we progress with our company manufacturing, we must
ensure that we accomplish other important activities such as answering
the phones, compiling sales leads, producing monthly reports, and
purchasing supplies. The company is on a tight budget, but we can still
accomplish these tasks with the right approach. This proposal outlines a
plan for accomplishing these activities effectively and efficiently.
Proposal:
1. Answering the Phones: As we are on a tight budget, hiring a full-time
receptionist may not be feasible. However, we can outsource our phone
answering service to a virtual receptionist. This will save us money while
still providing excellent customer service to our clients.
2. Compiling Sales Leads: We can use the power of technology to compile
our sales leads. There are many affordable software options available that
can help us automate this process. We can also leverage social media
platforms to reach out to potential customers and generate leads.
3. Producing Monthly Reports: To produce monthly reports, we can use
free software such as Google Sheets or Microsoft Excel. By using
templates, we can streamline the report generation process and ensure
accuracy and consistency. We can also delegate this task to team
members who have the necessary skills and expertise.
4. Purchasing Supplies: To purchase supplies, we can leverage online
marketplaces such as Amazon or Ali-baba , By buying in bulk, we can save
money on our purchases. We can also reach out to our vendors and
negotiate better prices or payment terms.
Conclusion:
By following the above approach, we can accomplish the necessary
activities effectively and efficiently while staying within our budget. We can
leverage technology, outsource services, and delegate tasks to team
members to optimize our operations. This will enable us to focus on our
core project while ensuring that other essential tasks are also
accomplished
