GRAND COLLEGE

POST GRADUATE PROGRAM

ASSIGNMENT TWO FOR THE HRM

GROUP ASSIGNMENT-each group should not be more than 5 students

Submission Date: 04/12/2021

Case-1: Apollo Hospital

Apollo hospital has been growing in size as it offers quality, prompt-carrying services to the
patients. Dr. Chala Daba, the administrator, is a person with medical knowledge but lacks
knowledge and skills involved in human resource management. The hospital has large
quantity of medicines, equipment, spare parts of important machines installed in the hospital.
As usual, the hospital has employed a “storekeeper” with no previous experience of hospital
stores. Dr. Chala Daba the store keeper was working earlier in an engineering firm and had
sufficient knowledge of such stores. Mr. Belete, who is a storekeeper, reports to the
purchase executive whose job is to order requisite materials for requirements of the entire
hospital. Mr. Belete was not able to perform his work well as he was hired from an
engineering company. Dr. Chala Daba has been receiving various complaints from the staff
and doctors about non-availability of medicines, drugs, spares of equipment and other
consumables required in the hospital having 500 beds. Since the hospital so far did not
employ a qualified human resource manager, the administrator is not aware of the job
analysis procedures, nor do they have job descriptions and job specifications of any of the job
being performed.

Questions:

1. Write down Job Description and Job Specification of a store keeper’s job
2. Who are the staff members from whom you would collect useful information and
requirements of this job?
3. What method/s you use to collect job information?
4. What specific standards and specifications (Formats) would you include in the job
description and specification?
Case 2: Recruitment and Selection

Assume that you are a recruiter for Apollo Hospital (from case 1 above). An administrator of
the hospital came to know that the store keeper’s position should be filled by December,
2021 as the store keeper will be leaving before December.

As a recruiter, it will be your responsibility to work with the administrator to identify a

To start your recruitment, you will need to develop a recruiting strategy, as well as, a
selection strategy that will facilitate a smooth and successful process. In your process you
will need to develop strong selection tools to evaluate all potential candidates. This would
include, but not limited to, interview, reference check, tests…

Once you have established a process, you will need to execute recruitment strategy. It will be
very important to find someone who has solid experience of store keeping in health service.

As part of the recruitment project, refer to job description and job specifications you
developed for store keeper that will aid you in finding the best people.

An administrator of the hospital scheduled to meet you to discuss your recruitment &
selection plan to fill the open position. For that meeting you need to come prepared to
communicate and discuss the hiring process and timelines. An administrator of the hospital
is relying on you to find him a new store keeper who will have the right qualification.

Instruction:

1. Review Job Description and Job specifications you developed for store keeper job
2. Define and outline the hiring process which you will use during recruitment Process
3. Develop Recruitment strategy that will outline your recruitment method and the
recruitment source used to identify and recruit prospective candidate
4. Develop a selection tools with a minimum of five interview questions that will help
you screen potential candidates.
Case 3: REINVENTING THE WHEEL AT HORIZON- ADDIS TYRE

Tesfa Dessalegn, president of HORIZON- ADDIS TYRE, has a problem. No matter how
often he tells his employees how to do their jobs, they invariably decide to do it their way, as
he puts it, and arguments ensue between Tesfa, the employee, and the employee s supervisor.
One example is the door-design department, where the designers are expected to work with
the architects to design doors that meet the specifications. While it’s not rocket science, as
Tesfa puts it, the designers invariably make mistakes such as designing in too much steel, a
problem that can cost HORIZON- ADDIS TYRE tens of thousands of wasted dollars, once
you consider the number of doors in, say, a 30-story office tower. The order processing
department is another example. Tesfa has a very specific and detailed way he wants the order
written up, but most of the order clerks don t understand how to use the multipage order
form. They simply improvise when it comes to a detailed question such as whether to classify
the customer as industrial or commercial. The current training process is as follows. None of
the jobs has a training manual per se, although several have somewhat out-of-date job
descriptions. The training for new people is all on the job. Usually, the person leaving the
company trains the new person during the 1- or 2-week overlap period, but if there is no
overlap, the new person is trained as well as possible by other employees who have filled in
occasionally on the job in the past. The training is the same throughout the company for
machinists, secretaries, assemblers, engineers, and accounting clerks, for example.

Questions:

1. What do you think of HORIZON- ADDIS TYRE’s training process? Could it help to
explain why employees “do things their way”? If so, how?
2. What role should job descriptions play in training at HORIZON- ADDIS TYRE?
3. Explain in detail what you would do to improve the training process at HORIZON-
ADDIS TYRE. Make sure to provide specific suggestions, please.