Running head: JOB ANALYSIS AND HIRING DECISIONS 1

Job Analysis and Hiring Decisions

Student’s Name

Institutional Affiliation
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Job Analysis and Hiring Decisions

Job Analysis

Employment examination is a critical exercise considering that it gives the employer the

much needed data regarding a positions, especially the errands, the obligations, or the exercise

that are expected from that job. It forms the basis of the regimen of the human resource

department. It is essential that the examination process selects the most basis and critical sections

that are about the profession (Secapramana et al., 2019). To conduct a job analysis for a position

that does not exist, there are some things that need to be carried out. First and foremost, the most

recent job description that is available can be brought in as a means of establishing a foundation

that can also be relied upon when creating requirements and additional responsibilities

(Secapramana et al., 2019). Despite the fact that the job description may not be the same, the

main knowledge, abilities, and skills can be gotten from the existing description.

Secondly, some points of view from the job at Ovania Chemical can provide a more

accurate description based on what is expected from the position. The fact that modernization is

happening means that the company needed to make some changes with regards to upgrading

some positions. In this case, the focus was one the position of the system examiner. The

management of the human resources made an evaluation for the future regarding the position,

where they felt that some of the responsibilities, obligations, and exercises may change by up to

70 percent (Singh, 2019). It is for the same reason that the decision council was formed to

determine the new persons that would take up the new position.

Factors that could not be acquired in Training Program

The selection committee decided that they would pick the factors that cannot be gotten

from the two year training program. It is critical that modern businesses cope with the
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technological advances that are changing on a daily basis, and as such they need to have a pool

of employees who have the required skills to be innovative and ensure the business is enhanced.

Employees that are acquired externally are the best suited, as opposed to the internal ones who

are caught up with the same process of thought that they have as employees of the business. It is

on that basis that makes it hard for them to think outside the box, as external employees have

more enhanced abilities that can make them to be creative, and that is why managers will most

likely go for external employees (Secapramana et al., 2019). At the same time, it allows them to

select those that they feel have the befitting qualities for the company.

The selection committee at Ovania Chemical were initially inclined towards getting all

the employees externally, but alter on changed to picking from both sides. From an earlier

analysis, they had indicated that the position of the system examiner would get changes in

responsibility by 70 percent within two years, and training employees within that period would

be a difficult venture, though training them is not impossible. Besides that, there are some skills

and abilities that cannot be acquired through training within the same period. At the same time, if

the employees do not perform at end of the two years even after undergoing the training, it would

be a great loss to the company as such training activities are expensive (Felgate, 2020). It is for

that reason the company did not choose other factors for the selection process as they can be

acquired in due time.

Concern for Women

The recruitment process should not have any form of discrimination, including on the

basis of sex, race, or any other form. All people need to be treated equally when it comes to

employment based on the Equal Employment law, besides the fact that most law suits that

involve employment discrimination the employers always loses. Additionally, a business that has
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diverse employees is one that is destined to success (Fevre et al., 2018). At Ovania Chemical, the

recruitment process for the system examiner saw some concerns from female applicants raised,

as they claimed that they would not be comfortable doing some functions, like getting into the

treatment tanks that were dirty. It was also thought that for that reason women would not be the

best suited for the job. As the company also has a history of discriminatory charges, the

management decided to come up with strategies that are inclusive of minorities and women

irrespective of their employment history, as a means of being fair in recruitment.

Defensibility in Court

This selection procedure would be defensible in court considering that it is one that has

taken into consideration employees from the business and also targeting those from outside. The

selection team had at first wanted all the potential recruits to come from outside, but later

changed and thought about having a few from the business. At the same time, the strategy is

inclusive of women and minorities, as there were concerns raised with regards to the matter. It is

one that is defensible in court as it is not discriminative. The management of the company

decided that they would be as transparent as possible by revealing all the responsibilities of the

job position, knowing well that it would make many women to lack the will of applying for the

job. Doing that would also mean that only the best candidates would apply for the position

(Felgate, 2020). As such, the management can then select the best on the basis of the KSAs

(knowledge skills and abilities) that will be gotten from their test scores.
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References

Felgate, Y. (2020). Human resource management moral competencies. SA Journal Of Human

Resource Management, 18. https://doi.org/10.4102/sajhrm.v18i0.1193

Fevre, R., Grainger, H., & Brewer, R. (2018). Discrimination and Unfair Treatment in the

Workplace. British Journal Of Industrial Relations, 49, s207-s235.

https://doi.org/10.1111/j.1467-8543.2010.00798.x

Secapramana, L., Patricia, H., & Nugroho, E. (2019). Job Satisfaction, Job Fairness, and Job

Evaluation as an Initial Step of Reward Management System Development: The

Implementation of Quality of Work Life Concept. Asia Pacific Management And

Business Application, 008(02), 73-88. https://doi.org/10.21776/ub.apmba.2019.008.02.1

Singh, A. (2019). Managing Human Resources: From Commodity Connotation to Human

Capital. The MENA Journal Of Business Case Studies, 1-11.

https://doi.org/10.5171/2014.169490