WatchTech Expansion: HRM Strategies for Production Supervisor Role

This report provides an analysis of Human Resource Management (HRM) strategies for the role of a production supervisor at WatchTech, a company expanding its smart watch production. It covers job analysis, recruitment and selection strategies, and training and performance appraisal methods. The job analysis outlines the responsibilities and required skills of the production supervisor, emphasizing the importance of quality control and staying updated with the latest smart watch trends. Recruitment strategies include both internal and external hiring, with a focus on attracting skilled employees through various channels like websites, social media, and job fairs. The report also highlights the need for training the supervisor on new technologies and team management, as well as the implementation of a 360-degree performance appraisal system to ensure comprehensive feedback and employee development. The aim is to effectively manage the increasing business demands and enhance the company's performance in the smart watch market.

Running Head: HRM 1
Human Resource Management

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Contents
Job Analysis of Production Supervisor............................................................................................3
Recruitment and selection strategies...............................................................................................5
Training to the supervisor and performance appraisal....................................................................6
References........................................................................................................................................7

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Job Analysis of Production Supervisor
Job Analysis is considered as the formal procedure of recognizing the content of a job in the
relation of activities included and characteristics required performing the work and recognizes
main job requirements. Steps in doing a job analysis are defined below in the context of
production supervisor.
Production Supervisor
A production supervisor is responsible for development, harmonization and manage of
manufacturing procedures. He should be responsible that goods and services are produced
professionally along with the correct amount is generated at the right cost and at the right level of
superiority. In Watch Tech Company, the responsibility of production supervisor is to manage
the smart watch section as people prefer smart watches in comparison of plan watches. He
should be concerned in both the pre-production (development) stage and the production
(organize and management) stage.
General Work Activities
 Make certain that the production is cost effective;
 Supervise the production process and drawing up a production to-do list;
 Ensure that products are produced on time and quality should be good;
 Working with Production manager to carry out the policies and procedures of the
company.
Role of a Production Supervisor

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 Drive constant enhancement in reliability, availability and product realisation standards
by recognition of appropriate root origin analysis, product compliances audit and
maintenance plan feedback.
 Insured capability efficiency and fitness for the reason of resource to accomplish the
planned workload in line with decided budget and to suggest development where possible
Duties of Production Supervisor
Production supervisor of smart watch section needs to be updated about the latest trends of Smart
watch and look for flaws in their design. It is a major duty of production supervisor to take care
of the quality of the product as it is the vital component to make satisfy the customers
(Morgeson, Spitzmuller, Garza and Campion, 2016).
There is a three kind of job analysis method that is observation method, Interview method and
questionnaire method as an HR officer I will conduct an interview for analyzing the skills of an
individual regarding the job profile of production supervisor. I will ask some questions about the
role of the production supervisor, responsibilities of the profile and general work activities.
Factors for considering job analysis
There are some factors mentioned below which should be considered by human resource
department in analysing the job for the role of the production supervisor. As an HR manager, I
will consider behavioural factor of an individual that can impact the job analysis. These factors
are employee anxieties, resistance to change, exaggerate the facts and over emphasis on current
affairs. There is another important factor which will be considered while carrying out the job
analysis of that is organisational factors and environmental factors (Robinson-Morral, et. al.,
2016).

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Recruitment and selection strategies
There are two kind of recruiting strategies that is internal hiring and external hiring in which the
internal recruitment referred when the business looks to fill the vacancy within the organization
by considering the existing workforce. In contrast, external recruitment refers when the business
looks to fill the position from external resource. As an HR manager, I will advertise the job
through website, social media, and newspaper, networking and job fairs for the profile of
production supervisor. The proper data of applicants who applied for job will be evaluated and
screened (Kurtz and William, 2017). After that the selected data through screening will be
analyzed and call letter will be sent to selected employees. The interview will be conducted with
selected employees and ask some questions regarding job profile. Then, they will be selected as
per their caliber and activeness while answering the questions.
The recruitment strategies are able to connect all vital recruitment aspects and HR aspects, as the
organization realizes its strategic goals (Prasad and Devi, 2016). Recruitment strategy elaborates
the exclusive mix of the position of the organization on the job market style of the organization,
recruitment process and procedure and recruitment channels to be used for attracting employees.
As an HR manager, I will hire skilled employee who have sufficient knowledge about the
production department so that he would be able to handle the new technology in developing the
smart watches for the purpose of increasing the sales of the organization. Moreover, to get better
the employee selection is through the use of hiring scorecard. It is an effective hiring scorecard
that assigns points on the basis of the criteria being met or not met.

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Training to the supervisor and performance appraisal
The procedure of the training to the supervisor will be effective as he is appointed to handle the
new management with latest technology in making smart watch.
 Due to involvement of the latest technology within the production system, it is necessary
for the production supervisor to have the technological knowledge about how to produce
smart watches by taking help of new system of Technology.
 Team training would be training for the selected production supervisor that would be
helpful to improve skills, decision-making skills to attain the results of business
(Masalimova and Chibakov, 2016).
 Skills training is a type of training that includes proficiency is required to definite
perform the job and it is essential for the production supervisor to know about the role
and responsibilities of the job profile to perform in an appropriate way.
 Quality training is tremendously significant that refers to familiarising employee with the
means of detecting and preventing items (Ashrafioun, Gamble, Herrmann and Baciewicz,
2016).
In the context of performance appraisal, the use of 360 degree performance appraisal will be
considered in which the feedbacks will be obtained from co-workers instead of just from the
direct supervisor. This method is more comprehensive which will be helpful in amplifying the
employee self-development. The main focus of this performance appraisal method is on
subjective areas such as team work, character and leadership. This strategy would be helpful to
make satisfy the production supervisor as he will get good results of his deeds (Shapiro, Hom,
Shen and Agarwal, 2016).

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References
Ashrafioun, L., Gamble, S., Herrmann, M. and Baciewicz, G., 2016. Evaluation of knowledge
and confidence following opioid overdose prevention training: A comparison of types of training
participants and naloxone administration methods. Substance abuse, 37(1), pp.76-81.
Kurtz, J. and William, A., 2017. Influential role of employee perception of recruitment and
selection on performance. Australian journal of economics and management sciences, 7(5).
Masalimova, A.R. and Chibakov, A.S., 2016. Experimental Analytical Model of Conditions and
Quality Control of Vocational Training of Workers and Specialists. IEJME-Mathematics
Education, 11(6), p.1796.
Morgeson, F.P., Spitzmuller, M., Garza, A.S. and Campion, M.A., 2016. Pay attention! The
liabilities of respondent experience and carelessness when making job analysis
judgments. Journal of Management, 42(7), pp.1904-1933.
Prasad, M.V. and Devi, M.U., 2016. A Study on Recruitment and Selection Process with
reference to Hindu Temples in Visakhapatnam, AP, South India. Indian Journal of Arts, 6(20),
pp.166-177.
Robinson-Morral, E.J., Hendrickson, C., Gilbert, S., Myers, T., Simpson, K. and Loignon, A.C.,
2018.Practical Considerations for Conducting Job Analysis Linkage Exercises. Journal of
Personnel Psychology, 17(1), pp.12-21

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Shapiro, D.L., Hom, P., Shen, W. and Agarwal, R., 2016. How do leader departures affect
subordinates’ organizational attachment? A 360-degree relational perspective. Academy of
Management Review, 41(3), pp.479-502.