Job analysis
No, Phil & Linda should not ignore the old-timers’ complaints. Long-time workers understand and have much experience with the job, responsibilities, and duties that they were accustomed to undertaking. If they feel ignored, workers might be confused, which in turn will reduce their motivation to deliver. Before writing job descriptions and specifications, Phil needs to conduct a job analysis guided by the old-timers. Writing job descriptions will require consultation with these workers since they are more familiar with the nature of the task and the needed skills to perform it.
I would have solved the problem using a questionnaire that has both structured as well as open-ended questions. Combining the two formats will help attain necessary and comprehensive information about the job and the personnel competence fit for the task. The purpose of using such a method is to reduce confusion and misinterpretation by Phil & Maybelline. Also, questionnaires are cheap, quick, and effective in finding information from a significant number of workers.
A job analysis is a process used to describe a job giving details on the skills needed and the person to perform it. I would have conducted the job analysis either by interview or the questionnaire method. On completing the interview, I would have the gathered information reviewed and verified by the immediate supervisor and the interviewee. Questionnaires would have helped in identifying workers’ skills essential in placement and the delegation of work. Phil should now use the information collected from each person to determine training needs, identifying unassigned duties, establish compensation rates, and for performance appraisal exercises in the future. Additionally, he can work with the managers to develop a workflow that will be known to everyone in the company. With the content generated from job analysis activity, workers will be more productive as each will understand what is expected, therefore helping the company back on track.