Case Study $-$ The Need for Job Analysis

When responding to a case study or scenario, it is important to ensure that the human resources

practitioner is able to use a consistent, fact$-$based, problem$-$solving approach. The development

of this skill will allow the human resources practitioner to respond to issues as they arise using an

analytical methodology in order to explore possible solutions.

Case Study: The Need for Job Analysis

Blossom & Bloom Landscaping is a small yard$-$maintenance company that got its start in $2009.$

The company specializes in small$-$scale operations, including installing and maintaining flower

beds, ponds, hedges, and lawns. The company employs five site supervisors and approximately

$30$ groundskeepers. The owner, Daniel Lopez, is himself involved in the work performed at most

sites and is the sole negotiator of terms with clients.

Originally serving only Halifax, Nova Scotia, the company has grown to accommodate clients as

far away as the Moncton, New Brunswick area. Now in its third season of operation, however,

Lopez has noticed a decline in his company$$s rate of growth because the gains associated with

opportunities afforded by new clients have been offset by the loss of older ones and because he

is having difficulty maintaining lasting employer$$employee relationships.

You have been hired on a consulting contract by Blossom & Bloom Landscaping to investigate

why business growth has stalled. You begin by interviewing Lopez and his site supervisors to

establish what, if any, customer feedback they have received, to find out what qualifications

both Lopez and the supervisors have, and to investigate the state of employment satisfaction.

Some negative customer feedback is associated with lack of knowledge and skills on the part of

both the supervisors and the groundskeepers. Clients have noted that there have been instances

where flowers have been removed that should not have been and weeds have gone unnoticed.

In addition, there have been some instances where trees and shrubs were not properly planted

and cared for. There has been a lack of attention paid to sun$/$shade and$/$or depth considerations,

so some plants did not survive the winter. Most negative feedback that has resulted in a lack of

repeat business is associated with job sites where Lopez had little or no involvement in the

actual landscaping.

$2$

You notice a tendency for Lopez to attribute customer dissatisfaction to the customers$$ own

personality flaws as opposed to anything his company may be doing wrong. The supervisors can

provide little or no additional information because, as instructed by Lopez, they rarely

communicate with clients.

Your interview with Lopez revealed that he has extensive knowledge and skills associated with

landscaping because of a lifetime of hands$-$on experience. He is also passionate about his work.

You also notice that he doesn$$t know where his knowledge came from and sometimes thinks

specialized knowledge that he has should be common sense to others.

Lopez$$s employees have limited knowledge of landscaping compared to Lopez$$s knowledge, and

what seems to have been gained by learning on the job with Blossom & Bloom Landscaping. You

have noticed that many of the employees seem to be dissatisfied with their workplace

environment, and some report that they find Lopez to be unprofessional and inconsiderate as an

employer. Jobs are often interrupted or delayed because of a lack of proper inventory

procedures, resulting in frequent trips to hardware stores, etc.

You notice some employees having difficulty with lifting tasks and the operating of machinery.

Some employees are working with two gloves and others with only one or none. Some

employees seem to be suffering from aches and pains, and you can see some employees have

bad sunburns because of a lack of sunscreen use. Some older and less agile employees seem to

be attempting physically demanding tasks while the younger, fitter employees are engaged in

less strenuous activity.

You have been observing Blossom & Bloom Landscaping both when Lopez is there and when he

is not. When Lopez is present, the job seems to get done, but you notice he often must go back

and work on tasks that were not completed properly by his employees. When fixing a problem,

he tends to complain to the employees but does not instruct them on how to do it properly in

the future. You observe instances where Lopez is unduly harsh in his criticisms of the employees

and seems to lack people$$s skills. There is evidence that the employees do not have respect for

Lopez and his business when you observe them $$cutting corners$$ on the job when he is absent$.$

As a result, there are ongoing turnover issues