MUFFLER MAGIC

Muffler Magic Case Study

Muffler Magic Case Study

1. Specify three recommendations about the functions of recruiting, selection, and training that you think Ron Brown should be addressing with his HR manager now.

According to the text, it insinuates the company or human resources are not properly staffing Muffler Magic. They are trying to fill the requirement instead of trying to fill the need. I would first recommend that the human resources work to fill the need versus filling the requirement. This means when recruiting individuals for a position, they need to do more extensive recruiting and especially interviewing.

Candidate selection should be improved by improving the interviewing process. During many interviews, employers do a “test drive” so to speak of the candidate and look to see their skills at work. Muffler Magic would greatly benefit by adding an additional requirement to team leads to assist with the interview process. Their part could be conducting a skills assessment to assess the candidate's ability to perform specific job functions efficiently and also find out how quickly they can perform them.

Training should be conducted by the team leads but kept track of. It is important for a log to be maintained of the progression of the employee and how their skills are progressing.

2. Write three questions for a structured interview form that Ron Brown's service center managers can use to interview experienced technicians.

I believe the service center managers when hiring experienced technicians should look at the other skills they offer. I would ask an experienced technician additional questions to further assess his abilities such as: what was the most challenging experience you have had when it came to troubleshooting a problem with a vehicle and what did you do to fix it; how do you handle and mitigate conflict and miscommunication among different employees; and what are your career goals over the next five years?

For an experienced technician, the first assumption should be that they know how to do the job - I would still conduct hands on portion of the interview. I believe these type of questions would allow the employer to see how well their troubleshooting abilities and think outside-the-box approaches are as a senior technician; it would allow the employer to assess their ability to manage a team and conflict within a team; and it would also allow a manager to determine whether it is a job the employee ...