Minimum Education Requirement
The analyzed case reveals that South Illinois Electric Company (SIE) has been growing rapidly through acquisition. This achievement has played a positive role in attracting more clients. Such a change calls for additional workers to complete most of the required tasks (Nor, 2018). Judy Anderson has been encountering difficulties in her effort to ensure that all meter reader positions remain filled at the company. This predicament has compelled the leaders at SIE to identify and recruit people with high school education for such positions. However, Sam McCord is unhappy with the move and he believes that SIE should hire people with a minimum of a diploma or a degree. Based on the nature of this job, the most preferable qualification should be basic high school education. This position is informed by the fact that those working as meter readers only need to record the available information and report any tampered meter.
The argument behind such reasoning is that SIE has been encountering difficulties whenever attracting new talent. Even with its competitive pay, Judy has been unable to have all the available positions filled. McCord’s decision could have detrimental implications on the company as it seeks to expand its operations (Fahim, 2019). The proposed minimum education requirement would ensure that SIE is unable to get adequate workers. Consequently, the firm will be unable to meet the changing needs of its increasing number of customers.
Opinion Regarding Sam’s Efforts
Sam McCord believes that there is a need for SIE to upgrade all the employees in the organization. This idea is commendable since it seeks to improve the firm’s overall outlook as it plans to expand its operations. Any company that has competent and skilled employees finds it easier to provide timely and personalized services to the targeted customers (Fahim, 2019). Such professionals will be in a position to understand the problems most of the clients identify or report. The strategy has the potential to make it possible for SIE to achieve its business goals.
Unfortunately, McCord’s efforts to upgrade people in the company could be counterproductive and eventually disorient SIE’s overall performance. Specifically, he appears to ignore the fact that Judy has been unable to recruit all the needed 37-meter readers. Such an outcome is evident even when the company requires applicants to have a high school education. The obstacle has continued to exist despite the organization’s attractive hourly remunerations (Nor, 2018). Based on these concerns and the need to hire more workers, SIE should revisit McCord’s decisions. Failure to do, the organization might encounter additional challenges and be unable to achieve its objectives.
Legal Ramifications
The studied case indicates that Sam’s decision could attract a number of legal proceedings against the company. The successful implementation of the move means that the organization will have to terminate the contracts of the current meter readers. This initiative will affect all those who do not have a college degree or diploma. The victims of such an effort could decide to sue the company for unlawful termination of their contracts (Vasanthakumari, 2019). Based on this information, it is agreeable that the organization might be compelled to incur additional expenses in an effort to settle such disputes.
Another possible legal ramification revolves around the initiatives different labor unions could undertake against the company. It is evident that Sam has ignored the fact that some of the disgruntled employees could have joined different associations in an effort to safeguard their rights and liberties. A detailed examination of these issues could make it possible for the leaders at this firm to make informed decisions regarding the minimum qualifications for meter readers (Fahim, 2019). This strategy will ensure that the organization is on the right path toward pursuing its business and expansion goals.
Additional Tasks and Effect on Job Specification
The resolution to implement Sam’s efforts means that the company’s human resources (HR) department will have to revise the “duties performed” section. Specifically, the new applicants will be informed about the intended roles, including guiding customers to read and maintain their meters and teaching them how to conserve energy. Other possible duties could include addressing clients’ complaints and providing timely updates regarding the company’s rules and policies (Fahim, 2019). These activities will be combined with those of reading meters, recording figures, and reporting any form of vandalism or tampered devices.
This proposed move will affect the job specification section in a number of ways. First, the individuals will realize that they have completed several tasks. Second, successful candidates will be required to have a diploma or a college degree before applying for the job. Third, additional competencies and skills will be included as part of the job specification, such as proper communication, problem-solving, conflict resolution, and listening abilities (Vasanthakumari, 2019). Fourth, the section will describe how potential employees should possess riding or driving skills. These aspects indicate that applicants will need to consider all the additional requirements if they are to become meter readers at SIE.
References
Fahim, M. G. A. (2019). Strategic human resource management and public employee retention. Review of Economics and Political Science, 3(2), 20-39.
Nor, A. I. (2018). Enhancing employee performance through human resource management practices: A review of the literature. European Journal of Human Resource Management Studies, 2(1), 87-96.
Vasanthakumari, S. (2019). Soft skills and its application in workplace. World Journal of Advanced Research and Reviews, 3(2), 66–72.