Job Analysis Case Study

Job Analysis Case Study

Whitney and Company is a well established management and consulting firm that has grown quite rapidly. Whitney and Company plans on expanding the firm, however, they are concerned about their training and development programs and are not sure that they are providing training in the appropriate aspects of the firm. They feel that additional training may be needed with regard to interpersonal communication and customer service.

Despite the fact that their 100 acre Corporate Education and Development Center (CDEC) is admired by others, they are still lacking in their training programs. Whitney spends millions of dollars annually to train their employees, yet, they continue to have a rather high turnover rate. Whitney is providing technical training for entry level positions but neglecting to teach the trainees how to interact with co-workers and customers. Upon completion of the training, they begin long work weeks consisting of sometimes 70 hours a week. They are also given mediocre benefits and a $50,000.00 annual salary.

Instead of putting such emphasis on the CDEC, Whitney might want to think about individualizing the training programs to meet the needs of each area of service they provide. For example, a sales person may not need the intense technological training that a “technical troubleshooter” will need.

Whitney and Company have already noted that there is a problem but they are unsure of where to begin. They also are aware of the need for more individualized training; therefore, they should hire an outside consultant that can come in a pick the current training program apart. Usually, an outsider can see what is and what is not happening due to the fact that they are not involved. A consultant can see things that internal personal may not.

The plans to expand the firm need to be put on hold until the training issue has been addressed. Expanding at this point would only create more work and expense for...