Human Resource Management Case Study Analysis - University Name

This case study analysis delves into various aspects of Human Resource Management (HRM), focusing on job analysis, performance management, and recruitment strategies. The analysis begins by examining the historical development of job analysis and its evolution from a focus on qualifications to an emphasis on job capability and skills, as well as performance-oriented jobs. The study then explores the importance of combining traditional and performance-oriented approaches in HRM. It further analyzes a hypothetical scenario involving the selection of a minority recruitment director, emphasizing the significance of experience as a key selection criterion. The case study highlights the interplay of political responsiveness, efficiency, and social equity in HRM, and concludes with a discussion of the appropriate definition of merit in the given situation. The analysis also provides a hypothetical performance-oriented job situation, outlining the expectations for an advocate in minority affairs, emphasizing the need for both legal training and practical experience.

Running head: HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
Human Resource Management – Case Study Analysis
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
Answer 1
The historical development of job analysis goes to show that performance management
was never the focus when it came to the recruitment of the most suitable candidates for a job.
How well or effectively employees could perform in a given job was less the focus, and the
emphasis was more on the qualifications of a candidate. HR executives were instructed to recruit
candidates who were deemed to be qualified in terms of credentials, for the posts that they were
applying for (Barlett & Wilson, 2017).
Answer 2
Traditional jobs are considered to be unsuitable for supporting personnel management as
the focus when it comes to these jobs has always been on qualifications more than job capability
and job skills. Traditional jobs tend to look more at what an individual is capable of doing on
paper rather than what they can bring to the table in terms of innovative performance. These jobs
are now learning to focus on HR and career management now as these are now considered to be
key priorities (Bartlett & Wilson, 2017).
Answer 3
Performance oriented jobs tend to be more acceptable for employers today compared to
traditional jobs because these are jobs that are designed to bring out the best skills and abilities of
an employee by virtue of the job that he or she is seen to perform. They focus on the booking
knowledge or qualification related abilities of employees and emphasize more on what an
employee can actually do in a real world job situation, a situation characterized by
unprecedented challenges and unexpected outcomes (Barlett & Wilson, 2017).

2HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
Answer 4
Performance oriented management can be combined with traditional jobs and the
historical development of job analysis by ensuring that the focus when it comes to the
recruitment and retention of employees is both on the credentials of employees and their ability
to function with innovativeness in the place of work. Employees need to be able to think on their
feet and be open to risks and challenges while being qualified on paper to do the jobs that they
are recruited to do (Huang et al., 2018).
Answer 5
It is expected that employees will hold at least a bachelor’s degree at the time of applying
for a job and that they will have a job experience of at least a six months to one year when
applying for a job. When applying for a job for the first time, some internship or experience is
necessary in order for the candidate to be considered a successful applicant. By demonstrating
that this is a person who has enough qualification and some experience in doing the type of work
that he is applying to do, the chances of him being selected into that job role is higher (Huang et
al., 2018).
Answer 6
Harold Murphy should come first, followed by John, Lewis and then Norma Skorsky.
Answer 7
The applicant that has been chosen is the person who is most qualified for the job because
he has more experience than the others. Harold Murphy has more experience than John Lewis,
who on the other hand has sufficient military training but not much experience. Hence with both

3HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
experience and training at his disposal, Harold Murphy should come first, followed by John and
Norma. It is Harold Murphy who has what it takes to hold the job position and not John Lewis,
who is well versed with military skills and abilities but who needed to have been in the field
longer in order to be considered for the top most position of being minority recruitment director.
To be a minority recruitment director is something that not only takes skills and training but
experience in dealing with and handling minorities as well. Being a racial minority like Norma
Skorsky in this given situation can be helpful, since minorities themselves have an actual
understanding of the situation that they are in, in a majoritarian framework (Markiz et al., 2017).
Answer 8
The selection criterion which is the most important in this given situation is the criteria of
experience. It is only an experienced individual who can handle being in the position of minority
director, given how challenging and demanding that this particular job role can turn out to be for
the person who is holding it (Huang et al., 2018).
Answer 9
All the three values of political responsiveness, efficiency as well as social equity can
present when a person is experienced in the handling of minority related situations or minority
politics. However, out of all this criteria, it can be said that political responsiveness is most
important. The person who is holding the position of minority director is not simply a person
who can attain political responsiveness through training. He needs to have worked in practical
real world situations that involved dealing with minorities on a one to one basis. Only then can
such a person be considered qualified to hold the position of minority director (Huang et al.,
2018).

4HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
Answer 10
The selection criteria of experience is something that is definitely job related as all job
roles, or most of them rather, are those that require employees to be sufficiently experienced in
the performance of that job role. For candidates who are being recruited into a job position for
the first time, some experience in the form of an internship of laboratory work is required so that
the organization has a fair idea that the person who is being recruited is one who is capable of
doing the job on an actual level (Bartlett & Wilson, 2017).
Answer 11
The criteria would be valued very simply by giving the federal court the idea that what an
individual is able to gain from experience, in terms of knowledge and pragmatic understanding
of a job situation is not something that can be gained merely through training. After a person has
acquired the training that is needed to perform a job, the concerned person will have to spend a
considerable length of time putting his skills to practice by doing a job or an internship and only
then will he understand how suitable he is for the job role that he is performing or is about to
perform (Markiz et al., 2017).
Answer 12
The appropriate definition of merit, in this given situation is not excellence, but capability
and experience. It is only a person who has experience who will have adequate capability of
taking on the challenges that accompany job situations. A combination of training and
experience makes for the ideal candidate in the given situation (Markiz et al., 2017).
Answer 13

5HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
The best candidate in the list would be John Lewis on account of his military. Harold
Murphy however makes for a more justified choice because of his experience.
Performance Oriented Job Situation – Hypothetical
The performance oriented job situation with respect to the given situation is an advocate
working in the area of minority affairs. Such a person would be expected not only to have legal
training in minority law, but will also be expected to have engaged with clients who are
minorities and who have faced minority related issues on the legal front. A lawyer who has the
required training in minority law and politics and who is also able to demonstrate sufficient
experience in handling legal cases that related to the problems that are faced by minorities in
their day to day affairs is the person who will be sought after by any law firm that specializes in
minority legal affairs and who is looking to hire the best person for the job. The person described
will be the one most suited to perform just about any job role on offer at this organization
(Lobova & Bogovitz, 2019).

6HUMAN RESOURCE MANAGEMENT – CASE STUDY ANALYSIS
References
Bartlett, I., & Wilson, P. H. (2017). Working 9–5: causal relationships between singers'“day
jobs” and their performance work, with implications for vocal health. Journal of
Voice, 31(2), 243-e27.
Huang, K. C., Hung, C. H., & Hsieh, W. (2018). Revenue maximisation for scheduling deadline-
constrained mouldable jobs on high performance computing as a service
platforms. International Journal of High Performance Computing and Networking, 11(1),
1-13.
Lobova, S. V., & Bogoviz, A. V. (2019). Embracing Artificial Intelligence and Digital Personnel
to Create High-Performance Jobs in the Cyber Economy. In The Cyber Economy (pp.
169-174). Springer, Cham.
Markiz, Y., Margono, S., Wirawan, I. D., & Ainur, R. (2017). The influences of leadership
styles, organizational communication, and job satisfaction toward employees’ job
performance in doing construction jobs: a study on three construction companies in
jakarta. Russian Journal of Agricultural and Socio-Economic Sciences, 65(5).