I am having a hard time with Case application 3-B

Chapter 3 Human Resource Planning and Job Analysis 1. Evaluate Mediome's HR practices from the After the meeting Rene, a river supervisor of workforce planning and talent management.( It is nie stopped by Elyse's office and asked to talk I don't want 2. Where did the job description revision proces To ce any problems. I know those guys are your dad's friends and all, but the job descriptions for my drivers to start over with a complete job analysis, Oran aren't exactly wrong, but they aren't righ either when revision of the current job description will remove Else pressed for more information, Rene explained that the job descriptions were very vague. "They don't include 3. How could the hiring problems have been preve any specific math ability, customer service skills or related work experience. The list of responsibilities just includes product delivery. There isn't anything in it about keeping 4. What should Elyse Suarez and Jacob Washington do 5. Rencarch: What services do HRIS systems provide would be useful att MedHomer Would an HRIS Sier be cost-effective in a business of the size of Med Hot Find several providers of HRIS services and make a ter che FLSA and raises are based only on performance and promotions, resulting in TSA workers with five to ten years of experience possibly making the same salary as a new we The TSA's pay-for-performance system, called Performance Accountability and Standards System (PASS), is widely viewed by emplovecs as unfair and discriminatory to older an inventory of supplies in the van or schmooring the cus enced drivers were making the newer drivers responsible CHAPT 82 , Questions Fore break downExplain Equc Opp issue. (LO 1, 2, 3) (LO 1, 2, 3) fix the problem is now? (10 1, 2, 3, 4) tomers. Further conversation revealed that the expert for loading the vans in the morning and cleaning them in the evening. They say it's because they're responsible for safety and need to review procedures, but everyone knows they just sit around and talk. Elyse was left to wonder what her next move should be If you were sued for surprising UPS, Fed ommendation for Elyse Suarez. (LO) Google Oppor to vai and char rece LOC w workers, minorities, and women.27 Questions Case Application 3-B TURNOVER AND MORALE PROBLEMS AT TSA Next time you go through security on your way through the airport, smile and say thank you to the screeners who help you send your bags through screening and wave you through the scanner Low morale runs rampant through the screeners that work at the Transportation Security Administration (TSA), and odds are that the screener you smile at is thinking about quitting. Screening officers are leaving the TSA at a rate higher than they can be replaced, causing a shortage of screen- ing officers that in turn causes stalling problems, security problems, and long lines for travelers. Turnover i s approxi- mately 8 percent for full-time screeners and over 20 percent for the TSA's part-time staff compared to 6 percent for all other federal workers. The TSA was recently ranked nearly last among all federal agencies in a job satisfaction survey." According to one screener: "Every now and then, we get thanked by the public, but for the most part, it's a pretty thankless job." Among the reasons cited for the high turnover are low pay, difficult working conditions and being denied the full rights given to other federal workers. Although TSA workers have been represented by a union since 2011, screening officers don't have many of the same protections of other federal workers like the ability to appeal disciplin- ary actions to a third-party board. The TSA isn't bound by 1. What parts of the human resource planning pro cess would prove challenging for TSA in light of their high turnover? In what ways can human resource planning help to reduce the turnover and morale prob lems? (LO 1). 2. Evaluate the decision to keep 20 percent of the screeners as part-time employees. (LO5) 3. Choose a job analysis method or combination of methods to begin the process to redesign the TSA officer job descriptions Why would this be the most appropriate method (s) to analyze the positions? (LO 2, 3) 4. Which elements of job design would be most effective in improving the morale of the screeners? In what ways can well-designed jobs improve employee morale? (LO4) 5. Research: What is the current status of staffing and turn- over at TSA? What changes, if any, have been made to reduce turnover and morale? (LO 4)