Topic

1.

2.
3.
4.
5.

Page No.

Introduction:
1.1
History of PET industry
1.2
History of Ovania
1.3
Present Position
1.4
Employee Policies
1.5
Competitors
1.6
Objectives
Main Body
Conclusion
Recommendation
References

MBA 509
Human Resource Management
Section 1

Case: Job Analysis and Hiring Decisions at

Ovania Chemicals

TABLE OF CONTENT

Submitted To:
Dr. M. Nazmul Amin Majumder
Date: February 15, 2016

Group Members:
Mohammad Asif Anwar

1530416

Md Tahmidur Rahman

1621110

Rajib Roy

1020252

Suraiya
1. Introduction
Semester: Spring 2016

1.1 History of PET Industry:

Polyethylene terephthalate (PET or PETE), a strong, stiff synthetic fiber and resin, and a member
of the polyester family of polymers. PET is spun into fibers for permanent-press fabrics, blowmolded into disposable beverage bottles, and extruded into photographic film and magnetic
recording tape. PET is produced by the polymerization of ethylene glycol and terephthalic acid.
Ethylene glycol is a colorless liquid obtained from ethylene, and terephthalic acid is a crystalline
solid obtained from xylene. When heated together under the influence of chemical
catalysts, ethylene glycol and terephthalic acid produce PET in the form of a molten, viscous
mass that can be spun directly to fibers or solidified for later processing as a plastic.
PET is the most widely recycled plastic. PET bottles and containers are commonly melted down
and spun into fibers for fiberfill or carpets. When collected in a suitably pure state, PET can be
recycled into its original uses, and methods have been devised for breaking the polymer down
into its chemical precursors for resynthesizing into PET. The recycling code number for PET is
number one.
PET was first prepared in England by J. Rex Whinfield and James T. Dickson of the Calico
Printers Association during a study of phthalic acid begun in 1940. Because of wartime
restrictions, patent specifications for the new material were not immediately published.
Production by Imperial Chemical of its Terylene-brand PET fiber did not begin until 1954.
Meanwhile, by 1945 DuPont had independently developed a practical preparation process from
terephthalic acid, and in 1953 the company began to produce Dacron fiber. PET soon became the
most widely produced synthetic fiber in the world. In the 1970s, improved stretch-molding
procedures were devised that allowed PET to be made into durable crystal-clear beverage bottles
an application that soon became second in importance only to fiber production.

1.2 History of Ovania:

Ovania Chemical Corporation, is a specialty chemical producer of polyethylene terephthalate
(PET) thermoplastic resins primarily used to make containers for soft drinks and bottled water, as
well as packaging for food and pharmaceutical products. Its main plant is located in Stubenville,
Ohio, positioned along the Ohio River midway between Pitsburgh, Pennsylvania, and Wheeling,
West Virginia. In recent years modernization and advances in technology have altered the nature
of chemical production and like the other firms in the chemical industry, Ovania is taking steps
to modernize its facilities. Not surprisingly, these technological changes have been accompanied
by redesign in employee jobs. In fact, over the past three years, there have been drastic changes
in both number and kinds of jobs being performed by employees.
1.3 Present Position:

Ovania Chemical Corporation is doing its business in the PET industry in the U.S market only.
Though smaller than other chemical producers that produce globally, Ovania has competed
successfully in its niche of the U.S specialty chemical business. Currently Ovania Chemical
secures a good position in its respective industry.

1.4 Employee Policies:

Ovania chemical is deeply committed to the policy of hiring and promoting from within the
current employee poll when there is a new post available. As the modernization continues in the
chemical industry, Ovania chemical is also going through some transformation. The latest one
involves the job of System Analyzer. Chemical production involves highly integrated process
technologies, someone is needed who can monitor all of the individual components
simultaneously. The System Analyzer there were three employees who were performing as
System Analyzers. The recent changes and diversification in the industry are so drastic that the
current system analyzers admitted that in few years they will be incapable of doing their job as
they dont have enough knowledge about the upcoming systems. Ovania Chemical is currently
recruiting for the position of System Analyzer both from within the organization and from
external sources. One the other hand, Ovania Chemical has a history of employment
discrimination charges and for the current situation there was a buzz going on in the grapevine
that, they were not considering women and minorities for the position.

1.5 Competitors:
Ovania Chemicals operates its business in the North American Region of the USA. Though
Ovania Chemicals manufactures the product which only a few other organizations does, it has a
tough competition in the market with other global producers of PET. The main competitors of
Ovania Chemicals Corporation are:
1. DAK Americas LLC.
2. Indorama North American Subsidiaries.
3. M & G Polymers USA.
These companies are North American and specialize on PET production and has huge customer
base all around the world.

1.6 Objectives:

1. The rapid growth of technology has given birth of many employment opportunities in
organizations. To stay alive in the competition, it has become a challenge for the
organizations to conduct job analysis for the positions which does not even exist.
2. Organizations hire candidates who meet certain criteria for a particular job. The selection
committee was looking for factors which could not be trained in two years period and
were expecting highly experienced people for their job.
3. Stereotyping women as they wont be able to handle a job which includes going down in
the dirty treatment plants shall become an issue for the selection committee during their
selection process.

2. Main Body

Q:1 How would you go about conducting a job analysis for a job that does
not yet exist?
Job analysis is a major function of Human Resource Management. Job analysis is the process to
identify and determine in detail the particular job tasks and requirements needed to complete
those tasks and the relative importance of these job duties for a given job. For any organization
Job analysis process is very crucial. The process itself consists of six steps:

Determining the purpose of the job analysis,

Review organizational chart,
Select representative jobs for analysis,
Analyze jobs using data gathering methods,
Check information for accuracy.
Finally write job description & job specification for human resource activities.

If these steps are to be followed consciously the outcomes could be beyond expectation. Job
analysis is a very crucial process as the job analyzer must understand the job and its importance
first. Many companies does it wrong as they do not consider discussing with the current job
holder or does not perform any research work inside their industry. Industry analysis can help
analyzing a job as the industry is ever changing in the twenty first century.
For conducting a job analysis for a job which does not even exist, the analysts must conduct
inbound research first. If there is any similar post which is closely related to the job they are to
analyze then they should take it for consideration. On the other hand if such job types are not
available in their own organization they must study the industry, consult with industry experts or
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even consult with job consultation firms. Then on the next phase they will have some idea as the
position they are trying to analyze should also be a concern for the other organizations in the
industry. Thus they should identify the tasks of the particular job and identify the knowledge
needed to perform those tasks. After identifying the knowledge requirements they should cross
check it with the experts inside the organization and from the industry. They can also take helps
from the Universities. If all the information they gathered are accurate then they can design job
description and specification.
For example: in the case, the job analysis committee were facing the situation where they had to
come up with a job description which doesnt currently exist and which is diversified. So they
came up with few criteria which based on their knowledge of the job which they thought could
be related to the position of a System Analyzer.
Though they came up with the criteria of examining the candidates they could have done some
industry analysis. As they are in the PET chemical industry and the position is very important
for any company in the industry. As they are feeling the need for such people for the organization
other organizations in the industry may also be feeling the same. So, taking suggestion from
fellow companies could have been a way to minimize risks. They could have done Industry
analysis and forecasting to identify the future job responsibilities and tasks and then going for the
recruitment process could have been a less risky approach in this scenario. They also could have
compensate and train the current employees and provide them support to be prepared for the
position of a System Analyzer.

Q:2 What reason did selection committee have for selecting for those factors
that could not be acquired in two years training program?
Selection process is the strategically planned procedural approach developed by human resources
professionals and implemented by organizations when recruiting, evaluating and hiring new
employees. The process typically begins when jobs are posted internally and externally.
Sometimes recruiting tools are used to draw top-qualified candidates for certain jobs. HR and
hiring managers developed screening tools, such as applications, interviews, tests, background
checks and reference checks and begin accepting applications.
One area of the selection process followed by companies that is significant and sometimes undervalued is the development of screening tools. The ultimate goal of selection is to hire the
candidate who is the best possible match for the job duties, culture and responsibilities of the
company. This makes using the right selection tools and developing them effectively vital.
Careful job analysis helps HR professionals better align selection tools with the job. Only tools,
criteria and interview questions that help yield the best hire should make it into the selection
process.
4

In our case of Ovania chemical, selection committee looking a new blood for system analyzer
position in their redesigned job. Currently, three men working in the position and they are
incapable to perform their job in future for technological advancement and more automated
process. Approximately, the task, duties and responsibilities will have changed over 70 percent
within two years. Because of that, the decision was taken to recruit and select some new people
for rapid transforming in the system analyzer position.
Selection committee of Ovania Chemical wants to recruits best possible talents for the job. To
find the brightest applicant, they set out some measurement level for selecting new people for
this position. For example: applicant should have great knowledge on the particular job
responsibilities and tasks like handling revisions and new installation, maintaining spares and
supplies, routing maintenance etc. They also concentrate on some of the qualities and abilities of
the applicants like inductive reasoning, numerical ability and mechanical comprehension to
justify their capability to perform in the job position. Only ability factors were focused in the
selection process.
In the selection process, Committee is more careful not to include any tools, techniques or skills
that were earned from the two years training programs so that both internal and external
applicants can get the same platform to prove them for this system analyzer position.
Selection process is important factor because of the production and performance value
companies get by making good hires and the high costs of replacing employees following bad
hires. HR has taken on a more strategic role in many early 21st century companies, with hiring
and selection integral to that role.

Q: 3 Should the concern for women getting down into the dirty treatment
tanks have been a selection issue?
The concern for women getting down into dirty treatment plant could be an issue. It was a
physically challenged job where an employee had to simultaneously observing the chemical
production with highly integrated technologies along with monitor all of the individual
components. for this position women could be tough choice for HR selection committee but this
critical situation didnt arise if the management appropriately did their job specification.
First we have to understand the job specification. A persons mental, physical and other demand;
such as skill, knowledge, abilities and physical characteristics, which required a person to
perform the job successfully.
In another word, the job specification, take the job description and answer the questions. What
human traits and experience are required to do the job effectively?

There could be two kind of job specification

i.
ii.

Specification for trained

Specification for untrained.

Specification for trained: writing job specification for trained employee is relatively straight
forward. Here your job specifications might focus mostly on trait like length of previous service,
quality of relevant training and previous job performance.
Specification for untrained: the problems are more complex when you are filling job with
untrained people. Here you must specify qualities such as physical traits, personality, interests or
sensory skills that imply some potential for performing or for being trained to do the job.
HR manager can make job specification based on two categories:
i.
ii.

based on judgment
Based on statistical analysis.

Now, if we consider Ovanias women issue for system analyzer post, we found several HR
mistakes. In the performance dimension (Duties and tasks) we saw that there, the selection
committee did not mention about the hard physical work demand for the job!!!! They did not
follow any rules of specification. As a result there was so many female candidate interested about
the job without knowing the hard part of the job even most of the highest scorers of the aptitude
test were female candidate.
Here Ovania had unenviable history of employment discrimination charge. So the management
wanted to avoid the unnecessary problems for system analyzer post and ignored all the concern
for job specification. It would be a suicide decision for all.

3. Conclusion

Though Ovania comparatively small in size but very much successful in its niche market and to
retain this competitive position it is trying to cope up with this recent technological advancement
by revising its facility as well as revamping in employees job. The most recent job alteration
engage the system analizer position where there is a two years lead time because this newly
transformed position would be in place after two years. As a result it becomes a challenge for
Ovania to do the Job Analysis and predict the best Selection Criterion for the position which isnt
existing now.
Finally we found that Ovania did the following major mistakes in case of doing both Job
Analysis and expected Selection Process
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i.

ii.

It does not accomplish the industry research or close competitor research before doing
the Job Analysis rather has done this task by itself. Though it took help from two
consultants and thought that all together they had done the precise delineation, but it was
not adequate enough to get the approximate idea about upcoming real scenarios.
As part of the selection process, Committee was incredibly cautious not to incorporate
any knowledge or skill that could be acquired from two years training programs.
Moreover it also gave chance to the new blood/fresher to apply for this post.
On the other hand according to its measurement set we found that it expect that applicant
should have great knowledge on the particular job responsibilities and tasks like handling
revisions and new installation, maintaining spares and supplies, routing maintenance etc.
And due to the variation of their perception it became a contradictory situation.

iii.

There are some other problems like they did not mention in the performance dimension
that women need to get down into dirty treatments tanks. As a result among 54 outside
applicants, 21 were women having highest scorers of the aptitude test. After that they
thought it might be a concern for women which indicate that it didnt perform job
specification properly

4. Recommendation

5. References

1. "Polyethylene Terephthalate (PET or PETE)". Encyclopdia Britannica. Encyclopdia

Britannica Online. Encyclopdia Britannica Inc.
2. Petresin.org,. "About PETRA | PETRA: Information On The Use, Benefits & Safety Of
PET Plastic.".
3. Paragon-packaging.com,. "PET Bottles - Paragon Packaging". N.p., 2016. Web. 13 Feb.
2016.
4.