The Relunctant Receptionist
The Reluctant Receptionist
Baker College
MGT 212
2011
Craddock, MBA, PhD
The Reluctant Receptionist
Introduction and Background
Superior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview, Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope.(Mathis,2011) The second week into the job, HR director sprung on recent graduate and newly hired assistant, that approval for the position, was based on performing as relief receptionist. Displeased with this information, newly hired assistant agreed to give it a try. After the third week, with growing resentment of having to perform the task not agreed upon when accepting the position, HR assistant gave a 2 week notice of quitting the job.
Key Issues
There are several important issues in which the absence of accurate job information is creating a problem. These include: • Management failed to properly describe job responsibilities which could affect EEO policies in the event of a court case • HR Director unprepared for interview and lacked organization in hiring process • HR director was too busy to effectively analyze and write a formal job description
Preventive H/R Policies to Help Avoid Issues Effective Hr planning, recruiting and selection should be based on job requirements and the capabilities of individuals identified by job analysis. In EEO matters, accurate details on job requirements are needed, as the
Baker College
MGT 212
2011
Craddock, MBA, PhD
The Reluctant Receptionist
Introduction and Background
Superior Products Company has recently hired a new HR assistant, Virginia Fisher, who just received a college degree. Frederick Mills, the HR Director, was extremely pleased to find someone who had some familiarity with basic management concepts because he was the entire HR department except for a clerk-typist. During the interview, Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records. Because Superior has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope.(Mathis,2011) The second week into the job, HR director sprung on recent graduate and newly hired assistant, that approval for the position, was based on performing as relief receptionist. Displeased with this information, newly hired assistant agreed to give it a try. After the third week, with growing resentment of having to perform the task not agreed upon when accepting the position, HR assistant gave a 2 week notice of quitting the job.
Key Issues
There are several important issues in which the absence of accurate job information is creating a problem. These include: • Management failed to properly describe job responsibilities which could affect EEO policies in the event of a court case • HR Director unprepared for interview and lacked organization in hiring process • HR director was too busy to effectively analyze and write a formal job description
Preventive H/R Policies to Help Avoid Issues Effective Hr planning, recruiting and selection should be based on job requirements and the capabilities of individuals identified by job analysis. In EEO matters, accurate details on job requirements are needed, as the
References: Mathis, R.L & Jackson, J.H. (2011). Human resource management. 13th ed. Mason OH. Thomson South-Western. Mathis, R.L. & Jackson, J.H. (2011) The Reluctant Receptionist. Case Study Chapter 4, retrieved from http://mathis-swlearning.com April 10, 2011. U.S. Equal Employment Opportunity Commission. (2011). Laws & Guidance. Retrieved from: http://www.eeoc.gov/ on April 13, 2011