Solution of the Case Question-01: Job description ( including purpose, duties

and responsibilities, educational requirements, work experience requirements,

working relationships, skills and competencies, expectations and success factors.
Job Description:
Job Description is an orderly record of the essential activities involved in the performance of a
task that is abstracted from a job analysis and used in classifying and evaluating jobs and in the
selection and placement of employees.
A job description is a list that a person might use for general tasks, or functions, and
responsibilities of a position. It may often include to whom the position reports, specifications
such as the qualifications or skills needed by the person in the job, or a salary range. Job
descriptions are usually narrative.
Job description is usually developed by conducting a job analysis, which includes examining the
tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of
knowledge and skills needed for the job.

HR Managers Job Duties and responsibilities:

The HR Managers Job Duties and responsibilities are:

Maintaining organization staff by establishing a recruiting, testing, and interviewing

program; counseling managers on candidate selection; conducting and analyzing exit
interviews; recommending changes.

Preparing employees for assignments by establishing and conducting orientation and

training programs.

Maintaining a pay plan by conducting periodic pay surveys; scheduling and conducting
job evaluations; preparing pay budgets; monitoring and scheduling individual pay
actions; recommending, planning, and implementing pay structure revisions.

Ensuring planning, monitoring, and appraisal of employee work results; scheduling

management conferences with employees; hearing and resolving employee grievances;
counseling employees and supervisors.

Maintaining employee benefits programs and inform employees of benefits by studying

and assessing benefit needs and trends; recommending benefit programs to
management; directing the processing of benefit claims; obtaining and evaluating
benefit contract bids; awarding benefit contracts.

Ensuring legal compliance by monitoring and implementing applicable human resource

federal and state requirements; conducting investigations; maintaining records;
representing the organization at hearings.

Maintaining management guidelines by preparing, updating, and recommending human

resource policies and procedures.

Maintaining historical human resource records by designing a filing and retrieval

system; keeping past and current records.

Maintaining professional and technical knowledge by attending educational workshops;

reviewing professional publications; establishing personal networks; participating in
professional societies.

Completing human resource operational requirements by scheduling and assigning

employees; following up on work results.

Maintaining human resource staff by recruiting, selecting, orienting, and training

employees.

Maintaining human resource staff job results by counseling and disciplining employees;
planning, monitoring, and appraising job results.

Contribute to team effort by accomplishing related results as needed.

A Job Description for HR Manager of Abrahams shoes:

As Abrahams shoes is a shoe retailer company, it has to describe the job of HR Manager in such
a way which will cover the total business and their activity, the duties and responsibilities
regarding the human resource as well as the business, what he is bound to perform, what is the
expectation of the company and what are the scope of success for him in the company.

General Purpose of job description of HR Manager:

The general purpose of job description of HR Manager of Abrahams shoes is to Plan, direct and
co-ordinate the operations of the human resources in business, division, department or operating-

unit. Job description is done to plan and maintain systems and procedures for operating
efficiency and manage the staffs for optimum performance.

Duties and Responsibilities of HR Manager of Abrahams shoes:

Duties and Responsibilities of HR Manager of Abrahams shoes are:

Determine staffing requirements of Abrahams shoes in different stores in different

regional areas.

Hire and train new staff for effective sales of shoes and maximize profit.

Determine training needs by traveling with sales representatives; observing sales

encounters; studying sales results reports; conferring with store managers.

Make training plan monthly or quarterly to make effective workforce in Abrahams

company.

Design training programs appropriate to the skills needed.

Supervise direct reporting staff according to overall company policy.

Apply strategic HR planning to determine company, department or unit objectives.

Set employee goals and objectives.

Develop Abrahams staffs to maximize their potentiality.

Monitor staff performance including performance reviews.

Delegate work duties to staff to attain objectives.

Allocate use of available resources for maximum production of shoes.

Monitor and assist staff with work progress for effective sales of shoes.

Evaluate current business processes and systems related to human resources.

Co-ordinate the activities of human resources for maximum output.

Review performance data of the employees to monitor and measure productivity, goal
progress and activity levels.

Education:

Business graduate from any reputed University (Major in HRM).

Knowledge of business and core management principles and practices.
Knowledge of strategic planning.
Knowledge of basic human resource management principles and procedures.

Additional Job Requirements and Experiences:

Knowledge of office administrative procedures.

Proficient in relevant software applications.

Excellent communication skill both in Bengali and English.

Act as a team player.

Strong IT Knowledge.

Experience Requirements 3 to 7 year(s)

Key Competencies:

Neutral judgment ability to judge the performance of the workers.

Right decision-making capability at the right time.

Knowledge about information management system.

Resource management ability.

Planning and organizing ability to plan and organize the works of the employees.

Problem analysis and problem solving capability to minimize disputes.

Ability to delegate tasks and responsibility to the proper person.

Communication skills to communicate with all level of employees.

Ability to teamwork.

Ability to adaptability in any situation.

Expectations of the employees:

Employees are able to let the management to know about their own careers, what position
they wish to hold, what they want to learn and what their long and short term goals are.

Success factors:

Any employee can create his position as per his own energy, talent, desire and abilities

that he can show in his workplace.

Promotion is embedded in Abrahams culture and heritage.
Success depends on knowing the product, customer and functions of the company.
Success depends on the knowledge about the company.

Job Analysis:
Job analysis is the process of gathering and analyzing information about the content and the
human requirements of jobs, as well as, the context in which jobs are performed. This process is
used to determine placement of jobs.
It 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.

Solution of the Case Question-02: Methods of Job Analysis:

Though there are several methods of collecting job analysis information yet choosing the one or
a combination of more than one method depends upon the needs and requirements of
organization and the objectives of the job analysis process. Selecting an appropriate job analysis
method depends on the structure of the organization, hierarchical levels, nature of job and
responsibilities and duties involved in it.
Most Common Methods of Job Analysis are:
i. Observation Method:
In this method, a job analyst observes an employee and records all his performed and nonperformed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills
used by him or her to perform various duties and his or her mental or emotional ability to handle
challenges and risks. However, it seems one of the easiest methods to analyze a specific job but it
is the most difficult one.
ii. Interview Method:
In this method, an employee is interviewed so that he or she comes up with their own working
styles, problems faced by them, use of particular skills and techniques while performing their
jobs and insecurities and fears about their careers. This method helps interviewer know what
exactly an employee thinks about his or her own job and responsibilities involved in it. It
involves analysis of job by employee himself.

iii. Questionnaire Method:

Another commonly used job analysis method is getting the questionnaires filled from employees,
their superiors and managers. The questionnaire is a widely used method of gathering data on
jobs. A survey instrument is developed and given to employees and managers to complete.
One type of questionnaire sometimes used is a checklist. Differing from the open-ended
questionnaire, the checklist offers a simplified way for employees to give information.
iv. Work sampling:

As a type of observation, work sampling does not require attention to each detailed action
throughout an entire work cycle. Instead, a manager can determine the content and pace of a
typical workday through statistical sampling of certain actions rather than through continuous
observation and timing of all actions. Work sampling is particularly useful for routine and
repetitive jobs.
v. Employee dairy:
Another method requires that employees observe their own performances by keeping a
diary/log of their job duties, noting how frequently they are performed and the time required for
each duty. Although this approach sometimes generates useful information, it may be
burdensome for employees.

The job analysis method to be used and its reasons:

I will use the questionnaire method for job analysis because this method provides some extra
advantages than other methods.
The advantages of questionnaire method are:
The major advantage of the questionnaire method is that information on a large number

of jobs can be collected inexpensively in a relatively short period of time.

This method is quick and easy to administer.
It helps to get a large amount of information in a short time.
It allows for employee participation.
It does not require trained interviewer.
Relatively less expensive.

The disadvantages of other methods are:

Observation method:
Different people think different and interpret the findings in different ways. Therefore, the
process may involve personal biasness or likes and dislikes and may not produce genuine results.
Interview method:
In individual interview, it is very time consuming and in case of group interview, group dynamics
may hinder its effectiveness.

Dairy method: Sometimes, it may be burdensome for employees to compile an accurate log.
Also, employees sometimes perceive this approach as creating needless documentation that
detracts from the performance of their work.
For all the disadvantages of other methods of job analysis and the special benefits achieved from
the questionnaire method, the questionnaire method will be used for job analysis.

Solution of the Case Question-03: Internal recruiting suggestions:

Internal recruitment:
Internal recruitment is the system of recruitment when the business looks to fill the vacancy from
within its existing workforce.

It is a method of identifying and attracting job candidates from within an organization. There are
many different mechanisms, some are formal and some are informal, that can be used to identify
quality internal candidates. Internal recruiting also offers some distinct benefits over recruiting
from the outside.
Abrahams shoes can make internal recruitment rather than external recruitment. If it makes
internal recruitment, it will able to get some benefits over external recruitment which will
strengthen its position. The advantages it will get by applying the internal recruitment are given
below:
i. Saves time and money:
By internal recruitment, Abrahams company will able to save the time and money because
internal recruiting requires a lower cost than external for the company. To advertise a job to the
existing staff, the human resources department only needs to post the job on the company
bulletin board and circulate the opening on the company intranet. Recruiting external candidates
requires the cost of advertising in external media such as newspapers, magazines and websites.
There is also the cost of the human resources professional's time to screen candidates and the
departmental manager's time to do initial interviews.
ii. Reduces training time:
As Abraham has a long pool of employees, it has to provide training to them. But if it employs
new employees, it should have to train the all new employees which will require time and
money. But an internal recruit would need no orientation and far less training, as they are already
familiar with the company processes goals, vision and way of doing things. They may even be
familiar with and have performed some of the tasks in their previous role, For example, an
assistant manager being promoted to manager.

iii. Improves productivity:

Organizations with a policy of promoting from within tend to have more highly motivated staff.
If a person feels they will be rewarded for dedication and hard work, they are far more likely to
take ownership of their position and give their best efforts. Internal recruits are also more likely
to have previous knowledge of company policies and procedures. This means they will pick up

the requirements of the new job more easily than someone brought in from the outside and thus
will be more productive from the outset.
iv. Improves morale:
If Abrahams company will make internal recruitment, it will increase the morale of the
employee. Staff absenteeism and retention rates are also likely to be better, which provides a
greater return on the time and resources invested in each employee. They are more likely to stay
with the organization if they are encouraged to improve their skills through further training and
can see that there is a definite career path for them and Abraham has a definite and successful
career path open to the employees.
v. Facilitates succession planning:
By grooming talented employees to move into higher positions as they become available,
Abraham can benefit from the skills and talent in its workforce. Succession planning aims to
ensure that the right people are in the right position at the right time to achieve the organizations
business goals.
vi. Simplicity:
The internal recruitment process is usually far simpler and easier to manage. So, Abraham can
make internal recruitment. The individuals interest in applying for a position is known to the
company. They dont need to provide a detailed resume for review and the last annual review and
some managers comments or recommendations are probably sufficient.
vii. Speed
A big advantage for internal recruitment is the speed at which one can be placed. With this
slicker process, candidates dont have to choose between multiple employments offers and long
notice periods are easily avoided.

Solution of the Case Question-04: Sample Newsletter advertisement for

Abraham Shoes.

HR Manager
Required
Abraham Shoes

Abraham Shoe retailer

Salary around $300 Starting.
Multi-faceted Challenges
Abraham Shoes
1416-BC, California, USA.