Human
resources (HR) professionals enable current and future organizational
competitiveness by maintaining an adequate supply of people with the
knowledge, skills, abilities, and other characteristics needed to
produce these resources. As a human resources professional, your ability
to effectively identify your organization’s need for employees, as well
as plan and implement employee recruitment and selection strategies,
will demonstrate solid talent acquisition practices that will directly
contribute to your organization’s success. This performance assessment
will give you the opportunity to demonstrate these critical talent
acquisition skills.
Task 1 addresses the first step in
the talent acquisition process: workforce planning. This includes doing
labor forecasting, performing a job analysis, and developing job
descriptions.
Note: The same scenario applies to
all three tasks. Additionally, the tasks of this performance assessment
should be completed in numerical order. So Task 1 should be completed
before Task 2, and Task 2 should be completed before Task 3.
are the newly appointed human resources director at Pruhart Tech, a
midsize high-tech company located in the southeastern United States. The
company is preparing for growth due to an increase in demand for its
new smart home tech products.
The company’s computer programmers
play a key role in the development of new smart home tech products.
Currently, the company employs 20 computer programmers. The CEO requests
you create a new position of senior programmer and wants to fill 10 of
these roles within the next three months to lead new product
development. HR has begun drafting a job description for the senior
programmer position but has not been able to complete it without
conducting a formal job analysis.
Recruiting 10 senior
programmers is no easy task. There is a competitive market and a
shortage of qualified labor in the area. To source qualified candidates,
both internal and external recruitment methods will need to be
utilized. The CEO values strong teamwork and holds a belief that
in-person work is the best way to achieve that. However, the CEO has
agreed to reclassify the 20 current computer programmers and the 10 new
senior programmers into remote positions yet wants to ensure that the
newly hired employees will be able to work well within the team in a
remote setting.
Your
submission must be your original work. No more than a combined total of
30% of the submission and no more than a 10% match to any one
individual source can be directly quoted or closely paraphrased from
sources, even if cited correctly. The similarity report that is provided
when you submit your task can be used as a guide.
You
must use the rubric to direct the creation of your submission because
it provides detailed criteria that will be used to evaluate your work.
Each requirement below may be evaluated by more than one rubric aspect.
The rubric aspect titles may contain hyperlinks to relevant portions of
the course.
Tasks may not be
submitted as cloud links, such as links to Google Docs, Google Slides,
OneDrive, etc., unless specified in the task requirements. All other
submissions must be file types that are uploaded and submitted as
attachments (e.g., .docx, .pdf, .ppt).
Workforce Planning
A. Write a workforce planning summary by doing the following:
1. Using the information in the “Organizational Memo on Proposed Hiring Plan” supporting document, recommend one approach to successfully address
the labor shortage and meet the CEO’s request, considering the
organization’s need to hire more computer programmers and senior
programmers.
2. Explain one way the organization can incorporate job enlargement or
job enrichment in the computer programmer position, using the
“Organizational Memo on Proposed Hiring Plan” and “Pruhart Tech Job
Descriptions” supporting documents.
Job Analysis Plan
B. Create a plan to conduct a job analysis for the new senior programmer position by doing the following:
1. Explain one type of information you will need to collect during the job analysis that is relevant to the senior programmer position.
2. Explain one method you will use to collect information during the job analysis.
Job Description Addition
C. In a written document, propose additions to the senior programmer job description by doing the following:
Note: Refer to the “Pruhart Tech Job Descriptions” supporting document.
1. Create two
additional knowledge areas, skills, abilities, and other
characteristics (KSAOs), sourced from O*NET for the senior programmer
job description. The O*NET link is included in the Web Links section.
2. Create two additional competencies for the senior programmer job description.
D. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
E. Demonstrate professional communication in the content and presentation of your submission.
resources (HR) professionals enable current and future organizational
competitiveness by maintaining an adequate supply of people with the
knowledge, skills, abilities, and other characteristics needed to
produce these resources. As a human resources professional, your ability
to effectively identify your organization’s need for employees, as well
as plan and implement employee recruitment and selection strategies,
will demonstrate solid talent acquisition practices that will directly
contribute to your organization’s success. This performance assessment
will give you the opportunity to demonstrate these critical talent
acquisition skills.
Task 2 addresses the second step in the
talent acquisition process: recruiting. This includes identifying
recruitment methods, establishing recruitment objectives, creating job
postings, and ensuring a diverse candidate pool.
Note: The
same scenario applies to all three tasks. Additionally, the tasks of
this performance assessment should be completed in numerical order. So
Task 1 should be completed before Task 2, and Task 2 should be completed
before Task 3.
are the newly appointed human resources director at Pruhart Tech, a
midsize high-tech company located in the southeastern United States. The
company is preparing for growth due to an increase in demand for its
new smart home tech products.
The company’s computer programmers
play a key role in the development of new smart home tech products.
Currently, the company employs 20 computer programmers. The CEO wants to
create a new position of senior programmer and wants to fill 10 of
these roles within the next three months to lead new product
development. HR has begun drafting a job description for the senior
programmer position but has not been able to complete it without
conducting a formal job analysis.
Recruiting 10 senior
programmers is no easy task. There is a competitive market and a
shortage of qualified labor in the area. To source qualified candidates,
both internal and external recruitment methods will need to be
utilized. The CEO values strong teamwork and holds a belief that
in-person work is the best way to achieve that. However, the CEO has
agreed to reclassify the 20 current computer programmers and the 10 new
senior programmers into remote positions yet wants to ensure that the
newly hired employees will be able to work well within the team in a
remote setting.
Your
submission must be your original work. No more than a combined total of
30% of the submission and no more than a 10% match to any one
individual source can be directly quoted or closely paraphrased from
sources, even if cited correctly. The similarity report that is provided
when you submit your task can be used as a guide.
You
must use the rubric to direct the creation of your submission because
it provides detailed criteria that will be used to evaluate your work.
Each requirement below may be evaluated by more than one rubric aspect.
The rubric aspect titles may contain hyperlinks to relevant portions of
the course.
Tasks may not be
submitted as cloud links, such as links to Google Docs, Google Slides,
OneDrive, etc., unless specified in the task requirements. All other
submissions must be file types that are uploaded and submitted as
attachments (e.g., .docx, .pdf, .ppt).
Recruitment Plan
A. Create a recruitment plan by doing the following:
1. Recommend one recruitment metric.
a. Explain how you would calculate the recruitment metric from part A1.
b. Explain how the recruitment metric from part A1 is useful.
c. Create two recruitment objectives for the recruitment metric from part A1.
2. Recommend one internal recruitment method that the organization can use to recruit for the senior programmer role.
a. Explain the benefits of the recommended internal recruitment method from part A2.
3. Recommend one external recruitment method that the organization can use to recruit for the senior programmer role.
a. Explain the benefits of the recommended external recruitment method from part A3.
Job Posting
B.
Using the attached “Organizational Memo on the Proposed Hiring Plan”
and “Pruhart Tech Job Descriptions,” write an appealing external job posting (suggested length of approximately 1 page, single-spaced) for the senior programmer position by doing all of the following:
1. Write a concise summary (suggested length of approximately 100 words)
of the organization designed to attract candidates to apply for the
position and promote why someone would want to work for the company.
2. Include three knowledge areas, skills, abilities, or other characteristics (KSAOs).
3. Include three essential duties and responsibilities.
4. Explain four benefits, tangible or intangible, provided by the organization.
C. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
D. Demonstrate professional communication in the content and presentation of your submission.
resources (HR) professionals enable current and future organizational
competitiveness by maintaining an adequate supply of people with the
knowledge, skills, abilities, and other characteristics needed to
produce these resources. As a human resources professional, your ability
to effectively identify your organization’s need for employees, as well
as plan and implement employee recruitment and selection strategies,
will demonstrate solid talent acquisition practices that will directly
contribute to your organization’s success. This performance assessment
will give you the opportunity to demonstrate these critical talent
acquisition skills.
Task 3 addresses the final step in the talent
acquisition process: selection. This includes identifying an interview
strategy, writing effective interview questions, identifying appropriate
selection methods and tests, performing background checks, extending a
job offer, and initiating the onboarding process, all while taking legal
and ethical issues into consideration.
Note: The same
scenario applies to all three tasks. Additionally, the tasks of this
performance assessment should be completed in numerical order. So Task 1
should be completed before Task 2, and Task 2 should be completed
before Task 3.
are the newly appointed human resources director at Pruhart Tech, a
midsize high-tech company located in the southeastern United States. The
company is preparing for growth due to an increase in demand for its
new smart home tech products.
The company’s computer programmers
play a key role in the development of new smart home tech products.
Currently, the company employs 20 computer programmers. The CEO wants to
create a new position of senior programmer and wants to fill 10 of
these roles within the next three months to lead new product
development. HR has begun drafting a job description for the senior
programmer position but has not been able to complete it without
conducting a formal job analysis.
Recruiting 10 senior
programmers is no easy task. There is a competitive market and a
shortage of qualified labor in the area. To source qualified candidates,
both internal and external recruitment methods will need to be
utilized. The CEO values strong teamwork and holds a belief that
in-person work is the best way to achieve that. However, the CEO has
agreed to reclassify the 20 current computer programmers and the 10 new
senior programmers into remote positions yet wants to ensure that the
newly hired employees will be able to work well within the team in a
remote setting.
Your
submission must be your original work. No more than a combined total of
30% of the submission and no more than a 10% match to any one
individual source can be directly quoted or closely paraphrased from
sources, even if cited correctly. The similarity report that is provided
when you submit your task can be used as a guide.
You
must use the rubric to direct the creation of your submission because
it provides detailed criteria that will be used to evaluate your work.
Each requirement below may be evaluated by more than one rubric aspect.
The rubric aspect titles may contain hyperlinks to relevant portions of
the course.
Tasks may not be
submitted as cloud links, such as links to Google Docs, Google Slides,
OneDrive, etc., unless specified in the task requirements. All other
submissions must be file types that are uploaded and submitted as
attachments (e.g., .docx, .pdf, .ppt).
Interview Strategy
A. Create an interview strategy by doing the following:
1. Discuss two benefits of using structured interviews for the senior programmer role.
2. Create one behavioral-based or situation-based interview question designed to assess one’s ability to work within a team.
a. Provide a rationale for the interview question.
Selection Strategy
B. Create a selection strategy by doing the following:
1. Recommend one selection method for the senior programmer position.
a. Provide a rationale for the recommended selection method.
2. Recommend one selection assessment for the senior programmer position.
a. Provide a rationale for the recommended selection assessment.
3. Discuss one legal or ethical consideration for selection assessment.
Postselection Hiring Plan
C. Create a postselection hiring plan by doing the following:
1. Recommend one type of background check for the senior programmer position.
a. Provide a rationale for the recommended background check.
2. Identify one relevant component to include in the job offer letter for the senior programmer position.
a. Explain why the component is important to include.
3. Identify one component to include in the onboarding program.
a.
Explain how the component will set up employees for success during
their first 90 days as a senior programmer at the organization.
D. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
E. Demonstrate professional communication in the content and presentation of your submission.