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Student 1-
Question 4 
What are the pros and cons of involving employees in the job analysis process?
Since a job analysis determines the positions responsibilities, necessary qualifications needed to do the work, as well as its comparative significance to other positions within the organization. The best way to collect this data is through direct observation and questionnaires given to the incumbent. The pros are that the questionnaires provide managers with a transparent depiction of the job KSAs. 
Adversely, the information collected via an employee questionnaire or interview can be personal biases, interviewer may not know the correct questions to ask due to lack of experience, or even the sample size could be too limited. All of which are time consuming but necessary to have a well-rounded view of the positon responsibilities.
Student 2-
What are the pros and cons of involving employees in the job analysis process?
Employees tend to feel ownership for their roles. A Manager who can harness this energy and include their team in the process, will tend to have a team who will buy in to new initiatives (William P. Anthony, 2010, p. 177). Managers should ensure that they use data from employees who are currently in the same role to ensure accuracy.  Inflating the relevance of their role may be a con to this process if the Manager does not seek out data to compare it to (William P. Anthony, 2010, p. 177). In my experience. I find that it is important to leverage the team as they do become the subject matter experts in their field or role. Therefore, it is easier to uncover the KSAs to drive performance.
Student 3
Question 1: What types of strategic choices do managers have when deciding on recruiting and selection efforts? 
Organizations use different recruiting and selecting strategies. Some organizations prefer recruiting & selecting to be a quick, inexpensive process by scanning applications and hiring individuals based on that information only. On the other hand, other organizations incline towards the strategic decision of choosing the best person possible by having an elaborate and costly selection system. (Anthony, Kacmar, Perrewe, 2010) These systems require applicants to fill out job application forms, provide personal information for a background check, take number of job-related tests, and perform well on all scheduled interviews. From all of these choices, most organizations utilize more than one selection method to ensure the success of hiring. 
Student 4-
1. What types of strategic choices do managers have when deciding on recruiting and selection efforts?
There are many different choices to make in regards to recruiting in selection, the first step is deciding how much they want to spend on recruiting they have to look at fees for putting on job sites and see what kind of outreach they want. You also have to think about how nice you want your job application portal to be, some will put a lot of time and money into making it very attractive while others just go basic because they think it doesn’t help. Then there  is also the decision to make or buy employees. Depending on the job and necessary skills an organization can choose to promote from within and train their own employees such as an aprentice type  program where no formal college education is needed. Or employers can buy such as looking to outside employees who already possess the skills needed to complete the job whether through college or another position and thus less training.
Student5-
3. Are there any factors that are causing the auto companies to alter their selection procedures and look for more educated employees?
One of the main factors causing auto companies to change their selection procedures, shifting to hiring more educated employees, is technology. Understanding the machinery used requires more education, and by hiring educated workers auto companies can cut training costs. The case study also points to team-based management. Educated employees are more likely to first identify issues on the line, and then later with the right qualifications can be promoted to managerial roles. The changes in the labor market have also caused the shift because there are now more educated people to choose from. In technical workforces, having educated people doing routine jobs can benefit a company when they can leverage their education in new ways.
5. What type of work will the high school dropouts and immigrants who used to be selected to work in these car plants now be doing?
There are factory and distribution center jobs that are less technical than working in the auto industry. I would imagine that is still an option for high school dropouts and immigrants. Yet with shifts in the workforce, people are at more of a disadvantage than they already were. Certain industries have less educated workforces, like the restaurant or textile industries. Yet similar arguments could be made about shifts in those industries over time as well. It would be interesting to see if in the last ten years since this textbook was published in Ford and Chrysler had serious turnover issues. Turnover is exceptionally expensive for companies and may help in arguing a push for some roles to require fewer qualifications once again.
Student 6-
Question 3
Are there any other factors that are causing the auto companies to alter their selection procedures and look for more educated employees? 
The other factors leading to the shift in employment selection is obviously technology. With the introduction of computerized cars, employers like Ford and Chrysler must adapt by hiring a highly skilled workforce capable of understanding the math, science and analyzing data that is needed to create and assemble todays cars, which allow them to keep up with their global competitors. The new selection process will make the car companies more efficient while streamlining operations and improve the quality of production.
Question 5
What types of work will the high school dropouts and immigrants who used to be selected to work in these car plants now be doing? 
Unfortunately, the answer to this question is bleak, as I believe that the jobs that were once done by people with only a high school diploma or an undocumented worker are quickly being phased-out. The remaining manual labor jobs will be limited. Therefore, its essential that those individuals continue their education with either certifications or advanced degrees to have a fighting chance in todays world. According to data collected from August 2019 by bls.gov, Employment- population ratio of people age 25 years and over, by educational attainment… in August of 2019, High school graduates was (55.3%) Bachelor’s degree and higher was (72.3%). With the pandemic placing many manual labor positions either on hold or even eliminating them entirely which has caused remaining business and industries to focus more on technology-based work to stay afloat. More often than not, such roles require advanced degrees therefore, the percentage of unemployed high school graduates will increase exponentially.