HRM Case Study Of Chapter-6

Submitted To:- Submitted By:-

Chandani Oza Akash
Mayank
Bhavesh (AB)
Radhika
Asha (AB)
 Content
• Introduction
• Application Case
• Questions and Answer
• Continuing Case
• Questions And Answer
• Conclusion
 Introduction
• This both case study is about how we take test
of employee at a time selection.
• There are some important concept.
– 1) Job Description: A list of a job’s duties,
responsibilities, reporting relationships, working
conditions, and supervisory responsibilities—one
product of a job analysis.
 Cont…
– 2) Job Specification: A list of a job’s “human
requirements,” that is, the requisite education,
skills, personality, and so on—another product of
a job analysis.
– 3) Recruiting: Finding and / or attracting applicants
for the employer’s open positions is known as
RECRUITING.
– 4) Screening: Means screen out the eligible
candidates from total applicant.
 Application Case

Wanted: Professional Social Worker

Tehri Hydro Electric Corporation Ltd. (THDC), with headquarters at
Rishikesh, is a joint-venture company owned by the Government of
India and the Uttar Pradesh state government. The company was set
up to develop, operate, and maintain the Tehri Hydro Power Complex
and other hydropower project. The Tehri dam, situated on the river
Bhagirathi, is the largest earth-filled dam in Asia that is designed to
withstand a high level of seismic activity. The hydropower plant
attached to the dam has a generating capacity of 1,000 MW. ( Mega
Watt)
The project involved large-scale displacement of people, who were
residents of the towns and villages that fell within the reservoir area
for the dam. As per legal regulations and international humanitarian
conventions, the project-affected people had to be relocated or
compensated, and the entire exercise was difficult and time
consuming.
After the successful completion and commissioning of the project,
THDC is developing other hydropower projects, including the
444MW Vishnugad Pipakoti Hydro Electric Project(VPHEP),
located in the Chamoli district in Uttarakhand. According to the
national policy on rehabilitation of displaced people, the
company is responsible for the rehabilitation of People affected
by the project. The company has decided to employ professional
social workers to work as the interface between THDC and the
local community. They will facilitate the rehabilitation and
resettlement work in the Area. THDC has approached you for
Help.
 Questions
• 1) What should the job descriptions of a social
worker look like?
• 2) What are the ideal job specifications for the
person at this position?
• 3) How should we have gone about recruiting
and screening for this position? What
selection tools, specifically, whould you use?
Answers
 Que. 1 What should the job description of a professional
social worker look like?

• The professional social worker’s main work is

providing social services to identified person,
groups or family to improved well- being and
good co-ordination between company and
society. The main responsibility (Duties) of
social worker are as below.
– Provide counselling and support.
 Cont…
– Provide assistant to the individual to eliminate
the problem.
– Provide mental health services within the code
of ethics.
– Provide all type of referral services for clients
who require the special assistant.
– Provide help in residential placement, finance,
and safety.
– Monitor needs fulfilment and needs
development.
 Cont..
• The Knowledge, skills and Abilities Require in
Social Worker.
– Knowledge of all social theories, practices and
procedures.
– Knowledge about all legal rules and regulation.
– Knowledge about management, handling
situation, investigation.
– Must able the emergency situation, flawed etc.
– The skill of communication, negotiation,
interpersonal, conflict handling etc.
 Cont..
• Working Condition.
– The work condition of social worker is very
imbalance there are no any fix time of work,
and are very stressful in some of the time.
Que.2 What are the ideal job specifications for the person
at this position?

• The social worker Education:

– The social worker is basically hold some degree
from the registered colleges or University.
• Like BSW ( Bachelor in Social Work)
• MSW ( Master in Social Work)
• DSW ( Doctoral In Social Work Or Social Welfare)
• This study include subject about Human Behaviour,
Rehabilitation measures, disaster management, ethics.
 Cont..
• Skills Specifications
– Ready to works in rural area.
– Have physically and mentally healthy.
– Have a good Interpersonal and verbal
communication skills.
– Working for long hours with uneducated
people, children.
– Leave in rural area without any luxuries facility.
 Que.3 How should we have gone about recruiting and
screening for this position? What selection tools,
specifically, would you use?
• When we gone selecting right social worker
for a this position they must be BSW or MSW
registered college.
• For select right candidates must check Degree
certificate, professional references, and
criminal background clearance.
 Cont…
• Selection Tools:
• The Big Five Personality Factor i.e Extraversion, Emotional
stability, Openness to experience, Agreeableness,
Conscientiousness.
• Structured interview
• Work sampling to predict job performance.
• Physical ability test to measures physical strengths.
• Situational judgment tests to know candidates' mental
strenghts.
 Continuing Case

Honesty Testing at Carter Cleaning Company

Jennifer Carter, president of the Carter Cleaning Centers, and her father
have what the latter describes as an easy but hard job when it comes
to screening job applicants. It is easy because for two important jobs-
the people who actually do the pressing and those who do the
cleaning- spotting- the applicants are easily screened with about 20
minutes of on the job testing. As with typists, as Jennifer points out, “
Applicants either know how to press cloths fast enough of how to use
cleaning chemicals and machines, or they don’t, and we find out very
quickly by just trying them out on the job”. On the other hand,
applicant screening for the stores can also be frustratingly hard
because of the natures of some of the qualities that Jennifer would like
to screen for. Two of the most critical problems facing her company are
employee turnover and employee honesty. Jennifer and her father
sorely need to implement practices that will reduce the rate of
employee turnover.
If there is a way to do this through employee testing and screening
techniques, Jennifer would like to know about it because of the
management time and money that are now being wasted by the never
– ending need to recruit and hire new employees. Of even greater
concern to Jennifer and her father is the need to institute new
practices to screen out those employees who may be predisposed to
steal from the company.
Employee theft is an enormous problem for the Carter Cleaning, and one
that is not just limited to employee who handle the case. For example,
the cleaner – spotter and/or the presser often open the store
themselves, without a manager present, to get the day’s work started,
and it is not unusual to have one or more of these people steal
supplies or “run a route”. Running a route means that an then secretly
cleans and presses them in the Carter store, using the company’s
supplies, gas, and power.
It would also not be unusual for an unsupervised person (or his or
her supervisor, for that matter) to accept a one-hour rush order
for cleaning or laundering, quickly clean and press the item, and
return it to the customer for payment without making out a
proper ticket for the item posting the sale. The money, of course,
goes into the worker’s pocket instead of into the cash register.
The more serious problem concerns the store manager and the
counter workers who actually have to handle the cash. According
to Jack Carter, “You would not believe the creativity employees
use to get around the management controls we set up to cut
down on employee theft.” As one extreme example of this
felonious creativity, Jack tells the following story: “To cut down on
the amount of money my employees were stealing, I had a small
sign painted and placed in front of all our cash registers.
The sign said sign: YOUR ENTIRE ORDER FREE IF WE DON’T GIVE YOU
A CASH REGISTER RECEIPT WHEN YOY PAY. CALL -550-0235. It was
my intention with this sign to force all our cash-handling
employees to place their receipts into the cash register where
they would be recorded for my accountants. After all, if all the
cash that comes in is our stores, right? Well, one of our managers
found a diabolical way around this. I came into the store one
night noted that the cash register this particular manager was
using just didn’t look right, although the sing was dutifully placed
in front of it. It turned out that every afternoon at about 5:00
P.M. when the other employees left, this character would pull his
own cash register out of a box that he hid underneath our
supplies. Customers coming in would notice the sign and of
course the fact that he was meticulous in ringing up every sale.
But unknown to them and us, for about five months the sales that
came in for about an hour every day went into this cash register,
not mine. It took us that long to figure out where our cash for
that store was going.”
 Questions
• 1) what would be the advantages and disadvantages
to Jennifer’s company of routinely administering tests
to all its employees?
• 2) Specifically, what other screening techniques could
the company use to screen out theft-prone and
turnover-prone employees, and how exactly could
these be used?
• 3) How should her company terminate employees
caught stealing, and what kind of procedure should
be set up for handling reference calls about these
employees when they go to other companies looking
for jobs?
Answers
Que. 1 what would be the advantages and disadvantages to
Jennifer’s company of routinely administering tests to all its
employees?
• There are many types of Honesty testing like
The Polygraph and Honesty Testing, Paper and
Pencil Honesty Tests etc.
• Advantages of this testing.
– The honesty test are helpful for knowing the the
candidates are honest or not.
– And after knowing that the manager of this
company are through this type of employee from
organization.
 Cont..
• Disadvantages of this testing:
– The Polygraph testing for Honesty testing are create
some time problem for the organization because of
the some legal restriction against the this type of
test.
– The continuous Honesty testing are may some time
result in down the moral of employee.
– Honesty test may Time as well as Money consuming
for the organization.
– It has not any surety about test is give 100% correct
result.
Que.2 Specifically, what other screening techniques could
the company use to screen out theft-prone and turnover-
prone employees, and how exactly could these be used?
• The screening techniques are mainly conducted at
a time of selection of employee. Like Past job Data
analysis, Past Job Performance Data, Background
Investigation etc.
• For the eliminate theft as well as dishonesty from
the organization effectively the Jennifer must check
the all the past data of the candidates before select
the candidates as well as give streak warning to all
and create rules for the same.
Que.3 How should her company terminate employees caught
stealing, and what kind of procedure should be set up for
handling reference calls about these employees when they go
to other companies looking for jobs?

• The company must terminate employees if the

caught stealing but only if the Jennifer are find
out and collect validated proof against this
time of employee. Because without any type
of proof they not terminate any employee.
This type of action will created fewer on the
mind of other employee and in future they
not try to this type of wrong practices.
 Cont…
• And prepare one record file of this employee
include all his practice in organization with all
proof or evidence of his theft or dishonesty
and do this all information to the person who
call for the know about those employee
information.
 Conclusion
• This both case study is very helpful for
understanding concept of Job Description, Job
Specification, screening of candidates before
selection, Honesty testing, and the action on
that employee who will find done a wrong
practice in the organization.
?
Thanks