Reference no: EM132724108

Question - Paradise Pools (PP), is privately owned and operated by Ripu Singh, with a corporate head office in Mississauga, Ontario. The company sells, manufactures and installs of pools and hot tubs. The company was founded 10 years ago and at that time opened two sales and showroom locations: Mississauga and Oakville, Ontario

This year, due to the COVID (Corona Virus) pandemic, people wanted to lessen the risk of catching the virus so they decided to install pools and hot tubs in their backyards. Market research shows home-based vacation plans (commonly called "stay-cations") are growing in popularity among young families, couples who like to entertain and the elderly who are generally more susceptible to the virus and preferred to stay home. The research also showed municipal governments were increasingly interested in improving and constructing more splash pads, wading pools and outdoor swimming pools in public spaces. Ripu saw this as a terrific opportunity to consider expanding his business

PP accounting staff conducted a financial analysis and product expansion is feasible at this time. He added outdoor patio furniture to sell to customers. In addition, there were many new customers who wanted to do-it-themselves and clean and maintain their own pools. To accommodate these customers, Ripu offered pool equipment such as pool cleaning chemicals, pool filters and pumps to his product offerings to sell to customers.

Ripu also decided to produce more wading pools and splash pads along with public pools. He submitted a proposal to the City of Mississauga to build and it was accepted. His contract with the City will begin in Fall 2020. It is expected that the number of employees required to meet future increasing product demand will increase by 25% by 2022. The head office will remain in Mississauga, Ontario.

To handle increased business, he opened another two sales and showroom locations: one in Burlington, one in Hamilton. These wading pools, splash pads and outdoor pools will be manufactured at a new production facility in Scarborough. PP currently employs 150 employees made up of production staff to make the products, installers and accounting, human resources and customer service office staff. The production process is team-based with employees trained to complete a aspects of production. There are 25 sales employees.

PP's human resources (HR) department handles all of its own hiring and does not farm out any of its recruitment duties. PP has a policy of promoting qualified people from within the organization before looking outside of the company. PP's policy further implies consideration of the best qualified people from within all departments rather than simply promoting only people from within the department where the vacancy occurs. In most cases, the HR department provides assistance in locating qualified candidates internal to PP using its human resources information system (HRIS) which captures all skills and abilities of its employees, including training they took while with PP. Department manager conduct interviews on their own and make the final hiring decisions. PP pays its employees slightly more than the market rate of pay for similar jobs. PP prides itself in working toward providing employment for members of the designated groups under employment equity legislation and promoting a harassment-free workplace. PP devotes energy and time into training employees.

REQUIRED - ANSWER EACH QUESTION IN THE LARGE BOX BELOW THE CASE. NUMBER YOUR QUESTION RESPONSES.

Use the information in the case to respond to each question that follows. Point form answers are acceptable. Make sure you provide sufficient information to ensure your points are clear. Additional information is provided as required.

Question 1: Identify two environmental influences on HR specifically mentioned in the case that may influence HR management at PP. For each factor, provide an example of how the factor will impact HR.

Question 2: Given the proposed expansion, HR decided they should review the job descriptions to make sure they are up to date. HR discovered that no job descriptions exist for production employees. Further, the sales staff job descriptions have not been updated for 5 years.

a. What two methods would you use to collect data on the production worker job duties? For each method, explain clearly why you would use each method.

b. Name two things you would do to update the job descriptions for the sales staff positions?

c. Identify two job specifications that would be included in the job description for a salesperson at PP?

d. Identify two uses for job description information at PP? (hint: think of other human resources functions that could benefit from this information)

Question 3: The expansion at PP requires hiring 10 new sales representatives (reps.) to be located in Western Canada. The hiring budget is set at $15,000 and you have 3 months to recruit and hire.

a. Based on PP's hiring practices and policies, which recruitment method would you use first to locate qualified sales reps.?

b. Identify two other methods you would use to recruit for this position. Justify each method you choose and state any assumptions you make.

c. At the end of the recruitment process, you have 400 applications/resumes to review for the sales rep positions. Identify two steps that you would take to screen applicants. Clearly indicate why you would use each step to screen the applicants and what you are trying to achieve with each step you identify.

d. What might be two costs incurred by PP if they select an unqualified person for the sales rep job?

Question 4: The new production facility in Scarborough needs to be staffed with production people. PP managers usually hire their own staff but they are too busy with other duties related to the expansion project. Identify and explain 4 things the HR department handle on behalf of the production department to help in the hiring the new production workers. Be very specific . (hint: keep in mind PP's hiring practices described in the case).

Question 5: During the selection process for the sales rep positions, an employee from the customer service department, Jane Russell, applied for the position. Jane actively participates in water sports for the disabled as she is in a wheelchair. Jane has 6 years of service with PP and completed her community college diploma at Mohawk College through night classes. Jane majored in marketing. The sales manager considers Jane to be a fabulous employee, but did not interview her because of her disability.

a. On what grounds might Jane file a Human Rights complaint?

b. If the Human Rights Commission investigated the case, what two things would PP have to demonstrate in having refused to interview Jane for the job?

Question 6: The HR department wanted to create a orientation program for the sales reps and the production workers hired.

a. Name one thing the HR department will do to orient the new sales reps?

b. Name one thing the production department will do to orient the new production workers hired for the new factory.