Capella CapraTek Scenario: Hiring and Promotion Practices Discussion
Capella CapraTek Scenario: Hiring and Promotion Practices Discussion
Capella CapraTek Scenario: Hiring and Promotion Practices Discussion
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Question Description
Scenario
While planning for expansion, CapraTek is also concerned about its hiring and promotion practices at existing facilities. Management has asked for an analysis of the workforce in its flagship manufacturing facility. As the Recruiting Director for CapraTek’s major manufacturing facility you are concerned about the company’s hiring posture relative to women and minorities. Your manufacturing plant in a nearby major city especially worries you. You recently checked the latest statistics for the SMSA the plant is in and found the following:
oFemales in the labor force: 35%
oBlacks in the labor force: 10%
oHispanics in the labor force: 5%
oAll other groups are 0%
To address your concerns you first looked at the selection statistics for the past 12 months. Note: This plant hires mostly unskilled laborers and then trains them. Here is what you found:
Hiring Statistics
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Total
Females
Blacks
Hispanics
Number applied
80
20
10
5
Number hired
20
6
3
1
Next you looked at your existing work force and found the following:
oTotal: 450
oFemales: 50
oBlacks: 22
oHispanics: 20
Finally, you looked at how protected classes are being moved up in the plant. While workers are hired as unskilled laborers, that is not the whole story. There are two higher paying options open to them: they can become skilled machine operators (by passing an in-depth company run training program) and from there they can become line supervisors (this pays even more than the skilled jobs). You are concerned about how that program works also; the statistics are as follows:
Positions Within the Company
Total
Females
Blacks
Hispanics
Unskilled workers
350
45
20
15
Skilled operators
50
1
2
3
Line supervisors
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25
2
1
1
Note: The above totals do not add up to 450 or the work force totals because there are other jobs in the plant not used in this analysis.
Requirements
Using what you know about CapraTek’s hiring and promotion practices, prepare a report for top management addressing the following:
oAnalyze the data for evidence of adverse impact using the 4/5ths rule. Consider the applicant flow.
oAnalyze the data for evidence of adverse impact of employee utilization based on the relevant labor market for the state you chose in Assessment 1.
oAnalyze the data for evidence of adverse impact on any protected class concentrated in lower-paying jobs.
oAssess CapraTek’s hiring and promotion practices to support its growth strategy.
Additional Requirements
oWrite 4–5 typed, double-spaced pages (not including title page or references).
oUse Times New Roman font, 12 point.
oInclude a title page and, if needed, a reference page.
attachment_1
CapraTek
Capella University
Sherita Smith
BUS_FP4045
CapraTek
To: Mr. David Hague, Vice President, CapraTek New York
CC: Ms. Anna George, Managing Director, CapraTek New York
From: Alisha Boer
Date: 23rd February 2019
Subject: Construction of a manufacturing plant in Oklahoma
The aim of writing this is to request for permission to construct a manufacturing plant in Oklahoma, which will involve the production of a new web-based interface called Alfred. This location will be expected to support the hiring projection of the new facility (Alfred). The hiring process will be expected to be carried out in three phases, which will occur in the intervals of one year. According to the research done, the first phase on the previous launching of CapraTek facilities in the first phase involved 400 production employees in the first phase, 80 and 120 additional employees in the second and third respectively. With the increase in technological knowledge currently, the number of production employees will be expected to rise by at least five percent. Which means that about 420 production workers, and additional 84 and 126 in the second and third phase will be recruited. An increase in the number of hired employees will also be expected to rise to 25%, those who will not finish training and 10% for those who would have finished and are willing to work. Therefore the approximate number of recruits expected to be hired will be 147, 29 and 44 in the 1st, 2nd and 3rd phase respectively.
The employment trend to Oklahoma is relatively low, and there is a need for creating more jobs. This is one of the advantages that give CapraTek company hopes of getting more employees. There are most people at the same time who have much knowledge in Information Technology, one of the quality we are looking for as a company. This creates much hope for the company since all we need is at least get the number of qualified employees we require, in order to meet the objectives of the company. Apart from that there will be also training facilities, where the recruits will be trained for a period of six weeks before they are involved in the actual production process. The demographics trends of the region are also favorable. There exist different nationalities, which means it’s one of the areas that allow people from other regions to work together. This is what innovation requires most, the ability of different people to share ideas and come up with something that would be of benefit to society.
There will also be a development of CapraTek culture that will be maintained in order to make it an employee of choice. One of them is Equality when it comes to recruitment and hiring. Standard qualification will be passed through all who will be willing to work for the company, and only those who qualify will be given a chance. Another element of culture that will be natured is team work. Technological aspects are among the things that highly require team work and sharing of ideas. It is the only way of ensuring that the whole process becomes easier and even more fun. Research reveals that people tend to prefer working in regions where people are willing to support each other rather that individualism. The last element is the focus, where all the workers will be expected to meet the target set within the provided period. Meeting the objectives set by the company is one of the factors that attract more workers.