Running head: Barden Bearings Manufacturing Company 1 Case Study Analysis (Barden Bearings Manufacturing Company ) Blessing Umo Keiser University MAN 672 Dr. Salas Amaro 07/10/2016 Barden Bearings Manufacturing Company 2 BARDEN BEARING MANUFACTURING COMPANY 1. External Environment Q1A. Labor market There are so many labor market challenges that a company may face. Barton Bearings Company being among one of the companies expect also to face the same challenges as others in the external environment are facing. Labor market focuses how a company can employ workers taking concern of the available job at that particular time (Boram, Jeonghwan, & Seungho, 2015). The following are changes that the company can face and the actions under which the human resource can take in order to find the solution at hand; Employees' resignations Employees are supposed to work for a company up to certain age before they retire. But there are so many challenges experienced within the company at large which forces employees to resign early before their age of retire. For instance, if employees found that managers are not cooperative and each time they are being forced to take certain route without discussions it makes workers life to be difficult. Decision making is one among importance issues the workers should be involved in implementing a certain project in a company (Pulignano, Doerflinger, & De Franceschi, 2016). Thus, employees can prefer to resign from the job if they are under pressure and no is there for them. Human resource manager should take an action of listening to employees views relating to how job goals and objectives are supposed to be achieved. We found that workers who perform duty with pressure mostly are the ones who resign at early ages. It is the duty of human resource to ensure the working environment of employees is very friendly in correspondent to the duty assigned. Also, when making decisions human resource manager should involve employee to ensure their concern are listed to so that when a project is being undertaken all can work together towards achieving the same goal. Unskilled personnel Barden Bearings Manufacturing Company 3 Companies fail to meet their goals because many of its workers do not have the required knowledge to perform a given duty. Machines which are new in the market also are supposed to be operated by well-trained people. Due to poor skills of workers companies end up making a lot of losses and no more development is expected within such periods. Human resource managers of Barden Bearings should, therefore, come with a strategy of employing skilled workers to run big machines which will tend to increase production of the company (Knight, 2016). Leaders who have necessary skills required in a given department can also assist others within the department to acquire the knowledge required to achieve the same goal at the end of the day. In addition, apart from employing people who have skills in different fields, training can work best within the company. Human resource manager should come with ways of training employees in relation to the task required to perform. No future plan in the company Companies that do well in the market need to have a good future plan for employees and to the company itself. Future plans ensure employees can be promoted in their department according to the way they have performed in that particular season. Plan for a company to open more branches across the globe will highly motivate workers to work hard for better future. Employees understand better if more companies are opened it means some of them can be promoted to take in charge of certain offices in the organization. The future plan brings many changes for the company and it is the one which can assist for it to develop faster. Human resource managers of Barden Bearings need to prepare well-planned objectives so that it can also look at a better future plan. All projects which are being undertaken should take consideration of what will happen next after the first step has been achieved. In addition, employees' promotion is very important for them to feel highly motivated while working with the company. Thus, the human resource should consider having time to promote employees at every new season to enhance more production. Barden Bearings Manufacturing Company 4 Q1B. Technology Technology challenges have a great impact when it comes to companies future plan accomplishment. The issue of technology blocks some companies to innovate new products; as a result, they can fit in the competitive business environment. The paragraphs below shows technology challenges experienced in companies and the ways in which human resource manager of Barden Bearings can do to enhance the company development; Challenge of the rise of new smart machines in the working industry Technology is growing out faster across the globe and for any business to be in the top ranking position need to be very smart in technology fields. Smart machines have been invented which are of economic value for many businesses. The new machines require proper skills for them to perform the necessary task required (VENCKUVIENE, 2014). Due to low skills that many employees have it becomes very challenging for them to use the new machines brought by companies to less workload. In addition, the smart machines are very expensive for many companies to buy them. To order for the smart machines, it requires companies to encounter shortages of materials supply since a big percentage of capital has been used to purchase such machines. Thus, at the end of the day, it makes companies suffer in terms of products supply. The human resource managers of Barden Bearing Company should have new methods like part-time training for employees to know how smart machines works. Better methods would assist the company to avoid wastage of time and development with a company can faster be achieved. The human resource should also find other means of buying machines such as access to loans so that they can avoid using more capital of the company and create a low supply of products in the market. Low information security within the company Security is one of the major deals that companies are fighting to control their products in a safer in manner. Organizations fail to monitor its data storage and keep it privacy so that people with bad intentions cannot access. The main reason is that companies are still using the old Barden Bearings Manufacturing Company 5 techniques for data storage, for example, the use of a computer without a password. If computers do not have the password it means many can access and temper with the organization data. Technology tends to change time after time and for smart companies also they change with immediate effect. Low information security within a company can result in big losses since people can retrieve its information for their own benefit (VENCKUVIENE, 2014). Human resource department needs to be checking updates in the market for matters regarding security and privacy. High security will assist Barden Bearings Company to achieve more under a safer environment. Security is crucial for the privacy of the company new deals to venture more in the business environment. Social media does not focus fully on the quality of products during advertisement Technology rise means that company can now make information regarding the quality of products to the consumer at faster means. Social Medias are being used to advertise products for many companies. When the products are not advertised to capture the eyes of the consumer it leads to the company to suffer from low income obtained in that particular season. Some media also ends up adding new information which was not provided for them to advertise. Due to wrong information advertised, companies lose some of its customers because many can no longer trust their products due to the poor information that was passed across. Human resource manager of Baden Bearing should ensure that information required to be advertised in social media is exactly the one being advertised. Follow-up of advertisement will make sure the company reaches so many people across the globe to welcome new customers. Besides advertisement, the company needs to produce high-quality products to attract consumers and make them be satisfied with the services they receive. 2. Job analysis Q2A. Type of job analysis Barden Bearings Manufacturing Company 6 I would consider both task-oriented and worker-oriented analysis. Task analysis tries to figure out all the duties required to be done in order for a task to be accomplished. It considers a survey of the task and who is responsible for carrying out the given duty. Also, task analysis requires the person who has been assigned the given task has a wider general view and will perform the best. On the other hand, the worker-oriented analysis focuses on the employees' behavior in relation to the work activities in within the organization. I will implement the two since they work hand in hand to produce the maximum yield of products and ensure all the objectives and goals are successful achieved. Task analysis completely covers survey for which will assist the company project to come out victoriously. Only employees who have more experienced in the company are chosen to collect information and data which will assist in project completion (Smith, 2015). Inexperience can result in poor data collection and that is one of the main reasons that workers who do not have adequate skills are not considered. After the collection of data across all areas in the field, the information can now be summarized to come up with a final report. The importance of the report is to show out whether the task being carried out it has any significance for the company development and consumers satisfaction by the products being supplied. Generally, task analysis looks deep for benefits of the task for both consumer and the company. Worker-oriented looks at what the employee of the Barden Bearing does. It focuses clearly on the characteristics of workers who will perform best the duty assigned to them. Various methods under this category involve job element together with position analysis questionnaire. Job element deals with how better knowledge will reach the employees'. The analysis figures out widely and obtains more skills which can be used for the development of the company. It will focus on how top ranking organization within the same industry does so that maximum profit can be attained. The same is implemented in the Barden Bearings Company to expect more yields at Barden Bearings Manufacturing Company 7 the end of the day. Position analysis questionnaire relates closely to the behavior of employees on a given project. The questionnaire is carried out to get general views concerning the impact of the project on its employees. The forms filled will assist the company to know how workers take in relation to the task which is at hand. Therefore, both task analysis and worker analysis are essential for the Barden and Bearing Company to successful achieves its goals and earns more profit from the products. Q2B. Traditional-task oriented- job analysis and task-oriented analysis Traditional-task oriented- job analysis figures out how the job was done in the past and not ready to change with technology advancement. It tends to limit companies flexibility and team work way of performing relevant task. Its center of attention is to follow the duties assigned to the human resource upon implementation of new ideas in the company. Employees are not considered when making a decision regarding project completion. Also, employees' skills are not well known because once they are employed in a company the only key role is to perform the duty assigned without even figuring out their competencies. On the other position when we look at task-oriented analysis it lacks the word traditional. The word traditional brings out a big different between the two terms. Task oriented analysis covers today's general view on how matters are supposed to be done in an organization. It gives out room for managers to employ workers who have the necessary skill to work in the company. Proper methods are strictly followed to ensure that only competence workers secure the available position. Also, before carrying out duties in the organization employees are trained to equip them with the necessary knowledge to give out their best concerning the task (Tabvuma, Georgellis, & Lange, 2015). Training makes sure that the company does not incur losses at the end of products manufacturing. In addition, workers understand their rights when they are at the company. Employees who know their privileges can perform better than those who fail to understand their rights. For instance, in the case where Barden Bearings Manufacturing Company 8 companies do not promote them or pay their salary on time, they can follow proper channels and ensure they receive their wages. It is one of the best things that keeps employees loyal and work in any environment without fear. But when we consider employees who are just there and do not have clues on what to do in case of a problem, most of the time are poor performance. Fear can make workers not to give what is expected out of them. Barden Bearings manufacturing company needs to adopt the new method of job analysis. Task oriented analysis will assist the company to know whether the task they are considering it is of great significance to the consumers. Buyers are the first priority when setting up a business all are supposed to be attended with equal measures without favoring one side. When they are satisfied it automatically reflects out the high-profit collection at the end after products are sold. Decision making is also important to enhance development within the organization. The Barden Bearings needs to involve its employees when making crucial decisions for companies benefit. A good decision which has been supported by all workers within the company means can be implemented in a smooth manner since many considered it to be advantageous to the company at large. Comparing to traditional task analysis where human resource manager was only given that chance to make a decision on behave of the company it appears to be more open for better performance. The Barden Bearings Company should point on better decision-making strategies to maximize fully the employees' skills in relation to high-quality products delivery to the consumers. Companies that are ranked best across the globe make use of employees' talent to come with better ideas of new plans for future benefit (Llorens, Cerd??n, & Vidal-Abarca, 2014). Thus, the company must spare out sometimes for all the employees to relax and socialize with others. Through socialization, workers reveal out their talents which can work best for the company. Different skills need to be merged so that the goals and objectives can be attained within the required Barden Bearings Manufacturing Company 9 period. Teamwork also makes work to be easy because members of every group help one another to make sure their group emerges out as winners. Therefore, Barden Bearings must consider motivating employees by awarding prizes to the best groups in every department. In conclusion, traditional-task oriented-job analysis limits companies' flexibility and teamwork because employees cannot perform the task assigned due to lack of skills. People are employed to do certain duties of which some do not have any experience with them. It makes organizations develop at a low pace and denies consumers high-quality products. What process would you use to obtain information needed for the job analysis? Job analysis refers to in-depth review of the duties, knowledge, skills, capabilities as well as personal characteristics that may be required for the success of a particular job position (Foskett, 2003). Job analysis offers job description information. Process of conducting job analysis In conducting job analysis, various steps need to be followed. Collecting information on the job The best place to start from is to develop an overall understanding of the job. This is the key importance that hiring is based. The analysis should review various requirements such as the duties and responsibilities attached to the job, their level and scope, the context of performance of the duties, the primary and minor activities required in performing the task as well as the level of responsibility, accountability as well as authority needed in performing the job (Foskett, 2003). Listing the critical tasks and essential competencies This involves preparing a list of vital competencies and tasks required for successful completion of the job. Recognize and choose the most significant competencies that are needed to enhance high performance. Distinguish characteristics between average and high performers Barden Bearings Manufacturing Company 10 (Foskett, 2003). A position should not have more than 6 to 10 competencies and there should be a clear understanding that all competencies may be critical but they all cannot be critical. Therefore, familiarization with various skills and competencies is important. Identify Target performance level The target levels describe the various characteristics that show high performers. A target level that is demonstrated by performers at all times should be selected. Inappropriately high performance level should not be chosen as setting it too high can result to disqualification of everyone. Therefore, the emphasis is to focus on the reality or practical situations not ideals. The minimum accepted level of the job should also be selected (Mateso et al., 2010). Required experience, training, education and special considerations. Analyse the final competencies, skills, knowledge as well as the abilities that are required and review the methods that they are acquired such as education, training, experience and volunteers. It is important to review the background of high performing employees on this position. An appropriate qualification procedure and requirements should be considered that are not too high or too low (Mateso et al., 2010). This is to avoid eliminating many qualified people too early and time wasting in case too many applicants turn up. Special considerations such as criminal records, compliance with government regulations, physical requirements and occupational certifications should be determined here. Review and Finalize This is the final stage of the job analysis process. Therefore, a final review to ensure the process is standard and valid is done. Review of critical competencies, skills, behaviour, qualifications and special considerations is completed. These values are now supplemented to job Barden Bearings Manufacturing Company 11 descriptions and the applicant packages and advertisements used to determine the most appropriate evaluation method of hiring (Rau & Adams, 2015). In your response, identify sources you would use to collect information about the jobs. Explain the importance of each source. Also, include your choice of method(s) of data collection. Justify your choice(s). Information on job analysis is gathered through various methods such as interviewing employees, observing performance, filling questionnaires as well as worksheets, and gathering information concerning a job from secondary sources for example from databases and systems such as the National Occupational Classification. Numerous sources could be used to gather information concerning various jobs. However, they require the cooperation of the workers in that specific position and even their managers. The sources include having employees to complete job analysis forms, questionnaires, desk audits. The human resource planning process consists of three basic elements, or components. Carefully review \"The Elements of Human Resource Planning\" . Also review \"The HR Triad - Roles and Responsibilities for HR Planning, Alignment, and Change.\" Elements of human resource planning process Human resource plans can be described as blue print for implementation that specify the roles of people, where they need to perform them and how they will perform their roles to ensure success. Therefore, the elements of the human resource process include Assessing current human resource capacity Barden Bearings Manufacturing Company 12 This is the first step in strategic human resource planning and it considers the organization's strategic plan. It involves identifying the skills, knowledge as well as the capabilities of the present employees and through developing an inventory skill for every individual in the workforce (Rau & Adams, 2015). This should focus beyond the required skills of a particular job and should include educational levels as well as supplementary training. Forecasting HR requirements After evaluating the capacity, future needs are forecasted based on the strategic objective of the organization. Realistic forecasting of the human resource requirements is done through demand and supply estimation. (Mateso et al., 2010). When forecasting demands potential risks are evaluated based on external environment. After that, the gap between the current state of the organization and the forecasted state is determined. Developing human resource strategies to support organizational strategies Various types of strategies for meeting future objectives of the organization are then considered and they include restructuring strategies, recruitment strategies, outsourcing strategies, training and development strategies and collaboration strategies. The Human Resource Triad Human resource professionals as well as line managers play a vital role in ensuring the organization is effective in the circumstance of a changing environment. Alignment Alignments refers to the state where the organizational policies and practices enhance the development as well as competencies required for organizational success, the human resource system and the needs of the organization. Alignment includes vertical and horizontal alignment Barden Bearings Manufacturing Company 13 (Rau & Adams, 2015). Vertical alignment is when the human resource system fits with other organizational environment elements, culture, as well as the structure. Horizontal alignment is when all the human resource policies as well as practices that make up the human resource system are consistent with each other. Organizational Change Organizational change can be experienced through the degree of change as well as the timing of change. Degree of change can be effected when the business makes significant adjustments in the manner of conducting business it create the need to make radical changes. Similarly degree of change can involve incremental change that involves an ongoing process where small changes happen constantly. Timing of Change Reactive change occurs when an organization is forced to change in response to some event in the external or organizational environment. When an organization takes action in anticipation of upcoming events or early in the cycle of a new trend, it undergoes anticipatory change. Barden's work force is aging. This factor must be taken into account in the human resource planning process. In what ways can Barden focus on this issue as it continuously implements its human resource planning process? An aging workforce is an issue that is broadly considered as a vital trend in human resource planning and in the labor market. Several organizations face possible loss due to rising number of the aging population as well as the retirement of the baby boomer population. This can cause future shortage of labor that can result in distraction in the constant supply of labor in the company (Mateso et al., 2010). When the workforce is nearing the retirement age, the human Barden Bearings Manufacturing Company 14 resource must look for new employees to fill the possible void. However, it is important to retain some senior employees for the future generation. The aging workforce is a vital to the organization due to their vast knowledge as well as experience gained in their long time employment. The aging population can be retained through revising job descriptions and come up with work programs that are flexible. How would you use a combination of talent management and leadership development plans to respond to the challenge of an aging workforce? Talent management as well as leadership development issues can be included in the human resource planning process. Therefore, it is critical for the business retain the aging workforce in the organization to avoid shortage of labor as well as to retain the knowledge and expertise of the workforce, which can be transferred to the young and inexperienced employees. It should enforce strategies that are aimed at retaining the aging workforce and senior employees in the business. Policies like increasing retirement age, giving retirement incentives should be implemented (Mateso et al., 2010). On which external labor market sources should Barden focus its recruitment effort? Include your ideas for specific actions the company could take. it is important for Barden to define their suitable labor market from the external pool of candidates. The company in my opinion can focus on the scope as well as the size of the geographic in the business that can attract appropriate candidates for a particular position. The external labor market can be drawn from various platforms such as mass media advertisements, job fairs, former employees, professional bodies, college university career offices and using referrals from current employees (Foskett, 2003). Barden Bearings Manufacturing Company 15 How would you apply the concepts in the recruiting from \"The Applicant's Perspective\" section of Chapter 6 to the recruiting effort at Barden Bearings? The concepts used in recruitment can help promote the recruitment effort at Barden bearing because they will help in capitalizing on the various investments made from the process of selecting and developing the workforce (Foskett, 2003). Promotions can be encouraged to reward the workforce for the past performance as a form of motivation. In addition, more job opportunities can be developed to protect existing employees from layoffs and improve the image of the organization. References Boram, H., Jeonghwan, L., & Seungho, C. (2015). 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