HRM410Course Home Course Project (JUL15)
You are
the new HR Business Partner at a medium-size organization and it is your job to
create an original (not copied from the text or other sources) handbook with
many of the tools needed in the strategic staffing process. The body of the
project should develop the following staffing tools. Organize your paper
through use of headings, which correspond to the following topics and tools:
Provide
the brief background of your organization (you can use a real one or fictitious
one.) Introduce the company to which the strategic staffing handbook applies.
Talk about things such as the number of employees, years in business, strategic
focus, mission, the types of positions this company has, and it’s purpose in
the industry. End with a strong thesis statement that sets the stage for the
rest of the handbook. In other words the last one or two sentences of this
section should summarize what you plan to talk about in this document.
Define
strategic staffing, as it pertains to your organization. (TCOs 1 and 2).
Transition from the introduction where you talked about the company to talking
about what the definition of strategic staffing is, why it’s important to staff
strategically and how you will go about making sure that strategic staffing
happens in your company. You will cite things you use to help you develop the
definition of strategic staffing. Explain how staffing structure, policies,
practices, procedures, information systems, budgets and legal reporting
requirements can be implemented as an integrated staffing management system to
help organizations meet their strategic goals. At the end of the section, you
need to transition into the job analysis section, where you discuss the
importance of having job analysis in place in order to effectively staff the
organization.
Job
Analysis (TCO 4). Identify the components of a complete job analysis (job
content, requirements, competencies, compensation) and explain how the
different parts of an integrated staffing management system contributes to each
component. Explain how your organization will perform job analysis (i.e.
method, timing, and who). If JA will be done differently at different levels of
the organization, be sure to explain that difference.
Legal
Aspects of Staffing. (TCO 3) Given the possible vulnerabilities in today’s
litigious environment, identify and describe the laws and regulations that
affect the recruiting and selection process. (Include at least 3
laws/regulations that pertain to recruiting or selection, and explain their
pertinence to your company’s strategy on staffing, in plain language geared to
your middle managers and hiring managers).
Recruiting
(TCO 5). Describe the decisions involved in planning for effective recruitment,
including sources (internal, external), types, and messages. After putting a
job analysis in place for all positions in an organization, we know what we are
looking for in regards to KSAs needed for a position when hiring. Given this
information, you can discuss the method(s) for recruiting you would use.
Discuss what method(s) you might use and the importance of the method(s) you
have chosen. How would you use that method? Provide the rationale behind why
that method is appropriate for your organization. In this section you would
cite information related to what your recruiting method(s) are, and how they
might be used. Your rationale may also be cited, but is likely that that is how
the info is related to your company and thus would not be cited, as it is
original work. You will also include an example of a position posting, as it
may appear “on” or “in” the method you chose to recruit. This position posting
is focused on one position in the organization, thus, this entire section can
be focused on one position if you desire.
Selecting
the right Candidates. (TCO 6). After recruiting quality candidates,
organizations have to decide what tools it will use to select the candidate(s)
to hire. These tools consist of a variety of assessments, such as interviews,
personality testing, among many others. All selection tools chosen, must be job
relevant. What methods will you use to select the right candidates for your
organization?
Discuss
the interview process your company will use during hiring. Discuss who will be
involved, why, and provide a list of interview questions (at least 8) which are
legal, non-generic, and specific to the position (you posted above) in the
organization – develop these questions for the position you mentioned in the
job posting earlier in the handbook. Explain to managers how to create similar
questions for other jobs they will need to fill. If you use the questions from
the Week 5 assignment, be sure they are specific to the job posted above.
State
what pre-employment tests and assessments will be allowed and used at your
organization.Provide the names of at least three such tests or assessments, and
provide details about their use. Explain the philosophy of the company towards
these tests/assessments, and guide managers in their use. (i.e. performance,
personality, honesty and integrity, background, criminal, drug tests, etc.).
Please make sure to note which assessments cannot be implemented until after a
conditional offer of employment. This section should include a balance of
assessments (or selection tools) you will use both before and after an offer.
Performance
Management (TCO 7). Describe how ongoing evaluation and review contribute to
the retention of successful employees. Identify and describe the method and
process of job performance review your company will use. Provide instructions
for calibration of performance appraisal across the company.
Retention.
(TCO 8). Retaining successful employees allows an organization to minimize the
costs associated with recruitment and training of new employees, identify how
workforce management practices (workforce team formation, more horizontal
organizational charts, etc.) can affect effective staffing decisions that meet
organizational needs for flexibility and encourage employee retention. Discuss
the things your organization will put in place to help retain high quality
employees.
Provide
a closing summary to the paper. This summary should be directed to your
instructor – summarize the main points and utility of the handbook you created,
and provide information on what you found hard, or easy, about the assignment.
What did you learn from this? What new ideas did you come up with? What would
you like to find out more about?
In the
end, you should have a Strategic Staffing Handbook that you can reference in
the future. Build this assignment for yourself
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