FINAL EXAM CASE STUDY
Part B - Case study: Laura learns a lesson
Laura was newly promoted to section head when Molly, the section receptionist, handed in her resignation pending the birth of her first child. Upon receiving the resignation, Laura rang a colleague, Amy, to say that she wanted her to replace Molly as soon as Molly left. Laura then contacted the HR Department to advise them she wanted to appoint Amy to replace Molly.
The HR Department advised that all job vacancies must be advertised externally and that, as the supervisor, Laura’s role was to form a panel of four people to short-list, assess and interview prospective candidates. The panel should then give a final recommendation to the HR Department as to which candidate should be selected.
Laura felt that as she was the supervisor she should not be forced to advertise, but because it was company policy, she had better make it look good. Laura then rang Amy and told her that although she thought she was the best one for the job, Amy would have to apply for the position once it was advertised.
The HR Department clarified with Laura and Molly that the job description was still accurate and then advertised the vacancy in the local paper. Laura asked Molly and two other women from her section to be on the selection panel. The panel met to discuss all applications and determine which tests they would use to check the applicants’ skills and suitability for the team. Six applications were received and all met the essential selection criteria stated in the position description. The panel decided they would interview the best four applicants and agreed to give them a typing test, a numeracy test and a personality test, which Laura had downloaded from the Internet. After the candidates had completed their tests, they would be interviewed by the panel. The panel prepared their interview questions based on the selection criteria and agreed that they would ask the same questions to all candidates.
Molly rang all four
Laura was newly promoted to section head when Molly, the section receptionist, handed in her resignation pending the birth of her first child. Upon receiving the resignation, Laura rang a colleague, Amy, to say that she wanted her to replace Molly as soon as Molly left. Laura then contacted the HR Department to advise them she wanted to appoint Amy to replace Molly.
The HR Department advised that all job vacancies must be advertised externally and that, as the supervisor, Laura’s role was to form a panel of four people to short-list, assess and interview prospective candidates. The panel should then give a final recommendation to the HR Department as to which candidate should be selected.
Laura felt that as she was the supervisor she should not be forced to advertise, but because it was company policy, she had better make it look good. Laura then rang Amy and told her that although she thought she was the best one for the job, Amy would have to apply for the position once it was advertised.
The HR Department clarified with Laura and Molly that the job description was still accurate and then advertised the vacancy in the local paper. Laura asked Molly and two other women from her section to be on the selection panel. The panel met to discuss all applications and determine which tests they would use to check the applicants’ skills and suitability for the team. Six applications were received and all met the essential selection criteria stated in the position description. The panel decided they would interview the best four applicants and agreed to give them a typing test, a numeracy test and a personality test, which Laura had downloaded from the Internet. After the candidates had completed their tests, they would be interviewed by the panel. The panel prepared their interview questions based on the selection criteria and agreed that they would ask the same questions to all candidates.
Molly rang all four