Managing Human Resources : International Mining Company- Case Study Assignment Help

Internal Code: MAS7104

Case Study Assignment Help:

Task: Selecting the employability of people becomes a difficult task when the applicants are challenged to complete standard pen and paper tests. This problem manifests when endeavouring to select Aboriginal and Torres Strait Islander peoples for a work position, as it is widely reported there is considerable disparity of educational competencies between the Aboriginal and Torres Strait Islander peoples and non-Aboriginal and Torres Strait Islander populations. These differences are even more acute in remote parts of Australia. Consequently, when the international mining company Rio Tinto Alcan proposed to install an education–vocation program to prepare Aboriginal and Torres Strait Islander peoples for mainline work at the remote extensive Nhulunbuy bauxite mine/alumina refinery in the Northern Territory, a recruitment scheme that would not jeopardise the applicants if they were deficient in literacy or numeracy skills had to be found. An extensive search failed to find a pragmatic scheme, so a special tool was developed. Underpinning this is the work of Lawler, who contended ability is a function of aptitude, and while ability is difficult to assess, a number of aptitudes have been identified in selection processes employed by disciplines of engineering, medicine and the military. The designed system, which does not require the use of literacy and numeracy skills, is administered orally and employs basic, readily available material, and hence, is a-cultural. As the scheme was designed to discover the magnitude of a number of aptitudes it was named the Discovery Session. The instrument has been reported on in detail, and has subsequently been evaluated to be a robust predictor of employability. In practice, an applicant completes six tasks each of less than five minutes. The task is administered by a presenter and the behaviours of the participant are assessed by an observer employing one seven-point Likert scale, and six seven-point bipolar scales, for each aptitude. Each task has three aptitudes. An arithmetic means of each aptitude are determined and then a total of all aptitudes is scored, meaning a number of applicants can be ranked. Questions 1) What are the key talent attraction and selection benefits in this case study? 2) Are there any limitations to the use of the test?