Job Analysis at Comp Tech Questions 1 3 4 8 1 The current job specification for the position of store manager is to have a minimum of three years retail experience or an MBA In order to assess the validity of these specifications the first step is to investigate the relationship between required job specifications and the actual performance of the manager to assure that cause and effect can be established One of the methods that can be used to obtain information from current MBA holding managers or those who entered the position with three years of work experience is the diary method as well as individual interviews which can be carried out as a method to assess the validity of these specifications The aim of this would be to find out if managers with MBA s actually perform better than those without or if those with experience are more effective than those with no experience The interview method may also be used to ask current managers if they feel that these specifications enhanced their ability to outperform fellow colleagues who did not enter their position with three or more years of experience or an MBA The diary method would be used to identify exactly what the day to day activities of the managers are and to see if there is a direct link between the required specifications and their ability to perform the tasks at hand 3 When hiring the full time personnel recruiter Carlyle needs to make sure that he she exhibits experience with running a successful CompTech store One of the major issues the company faces is the high turnover rate of store associates compared to the average retail store so the implementation of a full time training and development manager may be a potential solution to this problem A manager who has proven that they have been able to retain their employees would be an excellent choice as they would be able to allocate their experience in this field as well as with all of CompTech s employees nationwide While CompTech is known to hire 60 of their managers outside the company it would be ideal to hire within as it would be best if the person in this position would be familiar with the required traits a successful employee at CompTech displays However the question states that CompTech has never employed such a specialist and assuming it would be impractical to train an existing employee then it would be better to hire a specialist externally This would then mean that Carlyle must determine the tasks and KASOC s for the position These can be obtained by interviewing managers concerning their personal expectations of a recruiter obtaining data on the activities of competitors or other industries in this regard or by using online tools such as O Net which can be helpful to solve this problem as it will clearly display the skills knowledge and character traits required to perform jobs After this stage has been completed Carlyle would then need to provide the recruiter with job descriptions and specifications for the assistant and associate management positions in order to prevent the wrong kinds of people being hired which could become the source of a high turnover rate 4 If Comptech drops the MBA requirement for the store manager position it would greatly impact human resource activities Firstly this change will increase the potential pool of candidates thus providing CompTech with the ability to recruit potential candidates for manager positions without MBAs based on multiple factors that would ultimately benefit the company rather than through strict requirements that automatically cut down on applicants Secondly CompTech are currently spending a vast amount of their funds on advertising and recruitment therefore by eliminating the MBA requirement the overall cost of advertising on specialist magazines would be reduced Lastly according to exhibit 4 3 1 the main demographical background for management positions are adopted by white male this is mainly due to the fact that they are better able to meet the MBA requirement therefore causing great disproportion in diversity By eliminating the need to hire those with an MBA greater numbers can be hired who occupy differing backgrounds or ethnicities In contrast an advantage of keeping the MBA requirement guarantees that the application pool meets a certain standard by prohibiting under qualified candidates to apply This reduces the workload of the HR department as they will no longer have to screen through a larger pool of candidates Finally one of the main advantages that an MBA provides is that the holder of such qualifications is capable of handling extremely difficult situations and beholds expertise and training that can prove extremely beneficial to CompTech 8 There are potential EEO issues that should be considered at CompTech because according to the managers demographics it shows that the majority of store managers hired are white males White males outnumber black males and females hispanic males and females as well as white females but if the job description is based on experience and an MBA then there should not be such a huge gap between the races and genders Whether or not this discrimination is intentional the demographics show that maybe other aspects come into place when hiring When the employers consider a candidate they look at past experiences and the highest education level received because it shows the employers that the candidate have some background knowledge of the job before being hired but for some reason white males dominate the district managerial positions It could be that the face to face interview helps determine whether or not the candidate is a good fit based off of looks and likeness which is a form of discrimination because it is illegal and since the requirements clearly state otherwise A way to change this and to avoid lawsuits the company could just hire from within because the company has many individuals working for them besides just white male If the company were to hire individuals from within the company this race and gender gap could possibly decrease because although there is still a large number of white males in the lower managerial positions there is also a large pool of minorities within these positions These employees clearly have experience and although some may lack an MBA they can always go back to school to receive a degree This will not only get rid of an EEO issue but it can also decrease advertising recruiting campaign prices and motivate current employees