Ovania Chemical
CASE STUDY: The Ovania Case
APRIL CAMPA MARCH 8, 2014
OVERVIEW OF THE CASE:
CASE STUDY QUESTIONS:
1. HOW WOULD YOU CONDUCT A JOB ANALYSIS FOR A JOB THAT DOES NOT YET EXIST?
Develop those job specifications to fit the job position. Based on the data received about the existing position and candidates. Evaluating the pre-employment test scores, interviews for similar positions, resume submissions. Look at your employee "pool" of possible candidates (an internal overview).
2. WHAT REASEONS DID THE SELECTION COMMITTEE HAVE FOR SELECTING ONLY THOSE FACTORS THAT COULD NOT BE ACQUIRED IN A TWO-YEAR TRAINING PROGRAM?
To narrow down the selections they searched internally and externally. They were hoping to get some of the minorities and some women to apply. (Only looking at the aptitude and ability factors). To be more fair and objective about their selections.
3. SHOULD THE CONCERN FOR WOMEN GETTING DOWN INTO THE DIRTY TREATMENT TANKS HAVE BEEN A SELECTION ISSUE?
No, whether or not a woman would get "dirty" should make NO difference in how she can perform her job duties well. If she is capable of the job and willing to go a step further to get "dirty" and still be professional and come out on top of her male counterparts then more power to her.
4. WOULD THIS TEST BATTERY AND SELECTION PROCEDURE HOLD UP IN COURT?
Yes, it would. Because of the how the company went about gathering all the information and testing available. The company tried to cover all the bases when it came to the process. The candidates went through an extensive battery of tests and including, but not limited to job specifications, duties, and knowledge as well the aptitude tests. There was also a reasonable time frame associated with the process.
SUMMARY:
REFERENCES
APRIL CAMPA MARCH 8, 2014
OVERVIEW OF THE CASE:
CASE STUDY QUESTIONS:
1. HOW WOULD YOU CONDUCT A JOB ANALYSIS FOR A JOB THAT DOES NOT YET EXIST?
Develop those job specifications to fit the job position. Based on the data received about the existing position and candidates. Evaluating the pre-employment test scores, interviews for similar positions, resume submissions. Look at your employee "pool" of possible candidates (an internal overview).
2. WHAT REASEONS DID THE SELECTION COMMITTEE HAVE FOR SELECTING ONLY THOSE FACTORS THAT COULD NOT BE ACQUIRED IN A TWO-YEAR TRAINING PROGRAM?
To narrow down the selections they searched internally and externally. They were hoping to get some of the minorities and some women to apply. (Only looking at the aptitude and ability factors). To be more fair and objective about their selections.
3. SHOULD THE CONCERN FOR WOMEN GETTING DOWN INTO THE DIRTY TREATMENT TANKS HAVE BEEN A SELECTION ISSUE?
No, whether or not a woman would get "dirty" should make NO difference in how she can perform her job duties well. If she is capable of the job and willing to go a step further to get "dirty" and still be professional and come out on top of her male counterparts then more power to her.
4. WOULD THIS TEST BATTERY AND SELECTION PROCEDURE HOLD UP IN COURT?
Yes, it would. Because of the how the company went about gathering all the information and testing available. The company tried to cover all the bases when it came to the process. The candidates went through an extensive battery of tests and including, but not limited to job specifications, duties, and knowledge as well the aptitude tests. There was also a reasonable time frame associated with the process.
SUMMARY:
REFERENCES
References: