HR assignment
Dynamo Components Co. manufactures electrical components. The company is headquartered in the US Midwest, and it employs approximately 10,000 employees, half of them overseas and the other half in the US. They operate plants in Little Rock, Atlanta, San Diego, Pittsburgh, St. Paul, and Schengen, China. All of the US plants are unionized, although union membership has declined lately.
The Pittsburgh plant has experienced quite a bit of trouble lately. The last plant manager for this facility recently quit, although the rumor is that he was terminated. The company is now trying to hire a new plant manager for their Pittsburgh facility. Production costs have skyrocketed at this facility, which has also experienced an inordinate number of labor slowdowns, conflicts and employee grievances.
The company intends to solve the issues at this plant by hiring a very good plant manager. They have administered several selection procedures to a number of potential candidates with the help of some external consultants. After studying the results, the company has narrowed down the search to the eight candidates listed here. Please study the following plant manager job description and the information gathered about the candidates, and then follow the instructions to complete each table.
Your name(s):
Today’s Date:
Define the competencies or KSAOs that you believe the Plant Manager should have. Please name each competency using a two-letter competency label; identify examples of behaviors representing HIGH and LOW levels of each competency:
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Competency |
Two-letter competency label |
Competency Definition |
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JOB RESPONSIBILITIES |
COMPETENCIES |
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Now, insert the two-letter competency labels in the row below: |
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Please fill in the boxes with either two, one or no * to indicate the relevance of each competency to each job responsibility: * relevant; ** very relevant |
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Procuring materials |
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Maintaining the Plant |
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Controlling quality |
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Using manpower |
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Establishing budgets |
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Revising production schedules because of equipment failure/operation issues |
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Consulting with experts regarding production quantity, quality, safety |
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Resolve employee grievances |
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Participating in union-management negotiations |
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Ensuring safety |
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Establishing community relations |
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Please indicate the relevance of the information obtained through each assessment to judge the candidates’ level on each competency:
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COMPETENCY LABEL |
Intelligence test |
Handwritten analysis |
Promotability Ratings |
Performance ratings |
Work Sample scores |
Personality Profile |
Interviewers’ Ratings |
Background info |
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* = relevant, ** = very relevant |
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Now, please rank-order each one of the candidates according to their suitability to the job using the following table:
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CANDIDATE |
COMPETENCY LABELS: |
Candidate ranking 1 = best |
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Using the information gathered in all of the assessments and background checks, please summarize the relevant info for each competency; then indicate whether each competency is a Strength (S) or a Developmental need (D) for each candidate. |
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George Martin |
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S
D |
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D |
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D |
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D |
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D |
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D |
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S
D |
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Tony Caciopo |
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S
D |
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D |
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D |
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D |
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D |
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S
D |
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S
D |
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Kathy Joyce |
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S
D |
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D |
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S
D |
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S
D |
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D |
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D |
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D |
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Barry Fein |
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S
D |
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S
D |
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D |
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D |
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D |
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D |
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D |
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Ron Jackson |
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D |
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D |
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D |
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D |
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D |
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D |
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D |
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Jay Davis |
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D |
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D |
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D |
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D |
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D |
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D |
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D |
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Frank Hall |
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S
D |
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D |
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D |
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D |
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D |
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S
D |
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S
D |
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Tom Doyle |
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S
D |
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S
D |
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S
D |
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S
D |
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D |
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D |
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D |
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