Question

When responding to a case study or scenario, the HR practitioner should use a consistent, fact-based, problem-solving approach. The development of this skill will allow the HR practitioner to respond to issues as they arise using an analytical methodology in order to explore possible solutions.

When TPK, a manufacturer of small appliances—electric kettles, toasters, and irons—automated its warehouse, the warehouse crew was reduced from 14 to 4. Every one of the displaced employees was assigned to another department, as TPK had a history of providing stable employment.
Jacob Peters, an employee with more than 15 years of service, was transferred to the toaster assembly line to be retrained as a small-parts assembler. When he arrived to begin his new job, the supervisor said, "This may be only temporary, Jacob. I have a full staff right now, so I have nothing for you to do, but come on, I’ll find you a locker."
As there really was no job for him, Jacob did nothing for the first week but odd jobs, such as filling bins. At the beginning of week two, Jacob was informed that a vacancy would be opening the next day, so he reported for work eager to learn his new job.
The operation was very simple. All Jacob had to do was pick up two pieces of metal, one in each hand, place them into a jig so that they were held together in a cross position, and press a button. The riveting machine then put a rivet through both pieces and an air jet automatically ejected the joined pieces into a bin.
"This job is so simple a monkey could do it," the supervisor told Jacob. "Let me show you how it’s done," and he quickly demonstrated the three steps involved. "Now you do it," the supervisor said. Of course, Jacob did it right the first time. After watching him rivet two or three, the supervisor left Jacob to his work.
About three hours later, the riveter started to put the rivets in a little crooked, but Jacob kept on working. Finally, a fellow worker stopped by and said, "You’re new here, aren’t you?" Jacob nodded. "Listen, I’ll give you a word of advice. If the supervisor sees you letting the rivets go in crooked like that, he’s going to be really mad at you. So hide these in the scrap over there." The co-worker then showed Jacob how to adjust the machine.
Jacob’s next problem began when the air ejection system started jamming. Four times he managed to clear it, but on the fifth try, he slipped and his elbow hit the rivet button. The machine put a rivet through the fleshy part of his hand, just below the thumb.
It was in the first-aid station that the supervisor finally had the opportunity to see Jacob once again.
Requirements:
Comment on the strengths and weaknesses of the on-the-job training that Jacob received. What did the supervisor do that was consistent with job instruction training? What did he fail to do?

Answer 1

Jacob's on-the-job training demonstrated a rudimentary application of job instruction techniques by showing the task but lacked ongoing supervision and feedback, leading to an injury. Effective training should balance task efficiency with worker support and safety protocols.

Step-by-step explanation:

Strengths and Weaknesses of Jacob's On-the-Job Training
The on-the-job training Jacob received had some notable strengths and weaknesses. Initially, his supervisor took an active role, which is consistent with job instruction training. The supervisor demonstrated the task, which is a key component in the training process. However, there were significant omissions in the training. Importantly, the supervisor failed to monitor Jacob's performance and provide feedback, which would have helped in correcting any emerging issues, such as the misalignment of the rivets. Furthermore, there appeared to be no provision for social justice or consideration for the human element in the work process, particularly when considering the principles of scientific management.

Jacob's case highlights the ramifications of Taylorism, as the task he was assigned was highly repetitive and did not involve skill development or personal interaction. This simplistic and monotonous job design, which promotes efficiency over worker satisfaction, can quickly become demotivating and, as demonstrated, potentially hazardous if workers are not adequately supervised and supported.

The incident with Jacob also underscores the importance of a comprehensive on-the-job training program that includes not only task demonstration but also continuous oversight, proactive error correction, and safety protocols. Effective training should empower employees with the necessary tools to respond to equipment malfunction and prevent accidents, as well as provide a system for open communication between employees and supervisors.