Coxs Bazar International

University
CASE STUDY

JOB ANALYSIS
Human Resource Management

Human Resource Management

Case Study on Job Analysis

QUESTION 1: From the discussion of job analysis information and job

design, what actions would you recommend to HR department?
From the discussion of job analysis information and job design, I have a few recommendations as student of
Human resource management discipline. Those recommendations are followingSubmitted to,
1.
2.
3.
4.
5.
6.
7.

RAJIDUL
HOQUE
Meaningful
Placement
Become
Organization
Head of Learning
the Department,
Lecturer
Performance
Appraisal
Faculty of Business Administration
Manpower Training and Development Programs
Coxs Bazar International University
Proper Job Description & Job Specifications
New Machines
Remove Language Barrier

Now Id like to brief my above recommendations.

Submitted by,

MD RIFAT ZAHIR
BBA 2nd Batch
ID: 2014201004
Faculty of Business Administration
Coxs Bazar International University

Meaningful Placement
A perfect placement is facilitated by bringing the clarity between jobs and individuals. In this case, the
second shift employees were recruited in a hurry and the procedure was not scientific enough. Moreover, the
placement of employees were very poor, as the new recruits were lack in experience.
Here they could shuffle the employees. They could marge new recruiters with the old & experienced staffs
who know the machine manuals properly.
Become Learning Organization
Sometimes organization may not bear the cost of training and development programs for the employees. In
that case they may follow the principle of becoming a learning organization. This is possible if the new
recruits can learn from the old and experienced employees through the practical work with them. Kind of
like internship procedures we go on in the most of the firm nowadays.
Performance Appraisal
The evaluative performance Standards can be defined on the basis of job description data, and actual
performance can be measured against it. In this case the firm could evaluate the performance with proper
observation. Specifically when the machines are already way back dated and already passed its value.
Manpower Training and Development Programs
Training & development programs not only ensures the employee efficiency but also organization as well.
So the new recruiters should have proper training before they could deal with the production.
Proper Job Description & Job Specifications
Most of the machine manuals offered in English. In Brazil, with a low literacy and multilingual country, the
user manual should have been at least in Portuguese language.
New Machines
In this case, full depreciation of the equipment is a matter of great concern. They should get new machines
as early as possible. If not at least proper modifications to extend its uses.

SUBMISSION DATE: MARCH 21, 2016

Remove Language Barrier

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Human Resource Management

Case Study on Job Analysis

Most of the machine manuals offered in English. In Brazil, with a low literacy and multilingual country, the
user manual should have been at least in Portuguese language.

QUESTION 2: Given the problems associated with the second shift, what
differences would you look for between first shift and second shift workers?
The difference between first shift and second shifts are following1. Lack of experiences
2. Lack of training
3. Older machines
4. Improper maintenance.
5. Higher job pressure
6. Lack of observations from the supervisors

QUESTION 3: Since the Canadian workers had considerable experience with

the equipment but the workers particularly in second shelf in Brazil had very
little experience, what implications do you see for the job design?
As the Canadian workers had considerable experience with the equipment but the workers particularly in
second shelf in Brazil had very little experience, I found a few considerable implications for the job design.
Which are following:
IMPLICATIONS

SOLUTIONS

SIMPLIFICATION OF
JOB

User Manual in native language.

JOB ENLARGEMENT

More manpower for Maintenance

of the machines.

JOB ROTATION

Specific Job responsibility

AVOID JOB
ENRICHMENT

Less responsibility for the new

recruits.

EMPLOYEE INPUT

Feedback

TRAINING

Learning Organizations

ACHIEVEMENTS
Effectiveness of the equipment and the
workers as well.
Extend the productivity of the equipment.
Improve efficiency of the workers through
repeating same job again and again.
Lower the stress of the workers and improve
their adaptability with the organizational
culture.
Improved working conditions of the firm.
Learning from the old recruits will help them
to learn effectively and will improve their
experiences as well.

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