Job Analysis
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Job analysis:
A reason for why the Cornfields' decisions did not turn out well was that they did not analyze the jobs for which they were recruiting. They may not have examined aspects such as the objectives of the jobs, the responsibilities, key tasks, conditions under which the tasks will be performed, and how the job will relate to other positions. Also, the Cornfields may not have specified the skills, education and experience required for the jobs. If they had done so, incidents such as those of Fillmore Bins could have been avoided. For example, if they had recognized the fact that the job required persons with skills and experience in running a grain truck, Fillmore Bins who misread the gauge, would not have been hired. Therefore, it can be said that the HR practice discussed above had not been done effectively or not done at all.
Recruitment:
Another bad HR practice was recruiting by way of "word of mouth"; the Cornfields left a large pool of labour resources untapped. If the process of recruiting had been executed appropriately, a large group of potential employees could have been attracted. For example, the Cornfields could have advertised the open positions via local newspapers or, albeit more time consuming, placed posters on walls and windows throughout the town. If the aforementioned approaches were applied, the Cornfields could have attracted more suitable candidates for the jobs unlike Fillmore Bins and John D...