Human Resources Department in Managing the Mechanics Station - Case Study Example

Executive Summary This study aims to come up with an analyzed and enhanced documentation of the Human Resources Department in managing the Mechanicsstation. It has a detailed and elaborated discussion of several factors entailed with the hiring process. Aside from these significant aspects; other courses of actions, practice and stages taken by the department were also given attention. Examination of other elements, such as importance of an established communication, development of skills, stages of training and proposals were also given details. The work’s purpose is to make a collection of materials for the Mechanics position that would be valuable and beneficial to the Human Resources Department. An in depth analysis was provided, intending to achieve a clearer sights on the common errors committed, as well as the suggested resolutions towards these missteps. i Presentation on Job Analysis Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. The purpose of Job Analysis is to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal (HR Guide). One’s physical fitness and health is essential for the Mechanics rank, since this job necessitates duties that require lifting of heavy machineries and tools. An above-average intellectual level is not the position’s priority, however, expertise on reading and interpreting blueprints and schematic important. Familiarity with the equipment, both mechanical and electrical is as vital. The main task of the Mechanics is to entrench and refurbish facilities. Therefore, it is expected for the person to acquire these skills, and that these skills will just have to be developed through further training to achieve perfection. Ii Tips for the Selection Process Selection process is one of the most critical phases of the hiring process. Some applicants may appear to be qualified and extremely fit for the job during selection and it is very important that the human resources professionals be able to detect this, for this still occurs despite the fact that these people are trained and experienced in analyzation of one’s behavior. A careful examination is therefore suggested. Several factors are considered in this point, and it is imperative to note the ones that are truly crucial. Personality. The mechanic position does not call for a pleasing personality, what this refers to is the attitude---which could be reflected on the person’s movements, or what is often defined as the body language. Below are major examples of a body language and its interpretation (S.P.A.R.C.): Nonverbal Behavior: Interpretation: Brisk, erect walk Confidence Standing with hands on hips Readiness, aggression Sitting with legs crossed, foot kicking Boredom slightly Arms crossed on chest Defensiveness Walking with hands in pockets, shoulders Dejection hunched Touching, slightly rubbing nose Rejection, doubt, lying Another way of predicting one’s character is through his answers---including his manner of speaking. A person who stammers is evidently of low self-esteem---or in some instances, he may be saying things that are made up of fabricated. This is common when one is desperate to get the job, and desperation is not a good factor for it may mean that the person has a less chance of getting hired by other companies for detrimental reasons. This, however, is easily perceived, but still, it needs emphasis for even common flaws, when ignored may result to serious dilemma. Qualification. A person may be considered qualified when the job he is evaluated as capable of the job description. This, in many ways, is inter-related with the work experience and one’s educational attainment. Background. This part is seldom discussed on text books. It does not point to the employment background, but it aims to focus on the person’s prior work attitude, as well as his relationship with previous colleagues. This could be analyzed by asking the applicant about his previous jobs and co-workers. An unhappy person will most likely to give a response of discontentment and dislike, while on the other hand, a person who has a more mature outlook would show respect and loyalty even for his previous employers. Reasons and grounds for leaving the job is another good way of finding out the applicant’s work attitude. Interest or Passion. Some have the tendency to apply for a job just for the sake of survival---which is normal---but the hiring department aims to choose the ones who have the potential to be company assets, one who could give valuable contributions to the company. One way to determine the level of applicant’s intensity of interest is to ask questions about the company, for when one has a great interest to work for a certain enterprise, chances are, he will be interested to know it well. There are numbers of important factors in the selection process, but it is important that character, at times is critical. An applicant may be physically fit for the job, but if he lacks the drive or if he fails to give importance to his work, then he could be measured as unfit for the position. iii Orienting New Employees Orientation process plays an important role in familiarization of new employees with the company and their jobs. It would be a good induction to give them a detailed description of their roles and duties and introduce them to the other staff. This is where working relationship is established and could aid the company to maximize their potentials. This is also a good part where you could ascertain the company culture, specific restrictions---company rules and regulations---including those that are particular with attendance and punctuality. However, compensation and benefits must also be conferred about clearly, for some may feel uncomfortable to ask details during the hiring process. It is the company’s responsibility, at this point, to welcome the employees and to let them know that they are important and valuable part of the family. This is where their productivity could be motivated. Here is a good illustration of a (script) company rules and procedure for Mechanics (Legrande affair, p.6): No write-ups or other negative performance problems during the quarter. No late arrivals to work, or from lunch, or punching out early. Any days off must be submitted in writing two (2) weeks in advance. Any reasons for missing work without 2 weeks notice will result in loss of bonus and daily pay. Emergencies must be verifiable and sole discretion is left to the General Manager. This includes not responding to or being available for weekend emergencies unless time was requested and approved off. The white board must be cleared every Thursday, for the weekend, unless: 1. parts are on back order 2. work is scheduled for outside repair 3. items were put on the board at the end of Thursday, and couldn’t be completed before the work day ended 4. any work that could not possibly be done due to lack of needed information, such as reference books or parts. 5. No comebacks on the white board. Random drug and alcohol tests will be conducted at the discretion of the General Manager. Any failed test will result in loss of bonus and possible grounds for suspension or termination. The office and shop is always properly stocked, cleaned, and organized prior to leaving each day. iv Training Proposal It is necessary to understand that the training may be provided to those who already had experiences while others may be as qualified but may not be as experienced. Therefore, the same level of output should not be expected. A training period of one month would be enough to have these people learn Mechanics skills. To provide an excellent trainer would be a good start of this preparation. A good trainer is one who excels not only in his mechanics skills, but one who is also good in establishing rapport with his subordinates. He should be able to bring out the best out of these people by making them feel free to ask questions, clarifications and by providing the precise information. Most training are focused on the skills or the capabilities that the area of communication, which is important to make it effective---is often times taken for granted. This does not mean that the physical aspect is not critical; procedures must be formulated to maximize probable potential. The main objective of training is to make the newly-hired employees be suitable for the position. The first few days could be focused on familiarization or review of the mechanics tools, safety procedures, and other significant factors. This is to ensure that employees would be working effectively and safely, since their welfare is the company’s accountability. v References “Examples of Body Language”. S.P.A.R.C. 15 Apr 2008 . “Job Analysis”. HR Guides. 15 Apr 2008 . Legrande-Affaire, (2003, January) ,p.6,. Read More