(solution) HRM410 Course Project: First part due in Week 4 – Final part

(solution) HRM410 Course Project: First part due in Week 4 – Final part

I am looking for help with this assignment more so to get a better idea, this assignment will go through Turnitin reports so if you do use other source please use APA.

HRM410 Course Project: First part due in Week 4 ? Final part due in Week 8
To create an original Strategic Staffing Handbook that contains many of the vital tools used in
the staffing process. This manual should be written with management in mind as the audience.
Although the HR department will likely own the handbook, it will be shared with hiring
managers to assist them with understanding the company?s philosophy, methodology, and
practice on staffing. This is a course project, worth half of your grade for the course, with two
deliverables. First, Parts 1 ? 4 in Week 4 ? for 200 points). Next, the overall consolidated project,
in Week 8, for 300 points.
Turnitin reports will be monitored, and no more than 20% of your paper should be quoted or
borrowed from outside sources. APA 6th Ed. should be used to format and cite your work.
Project Instructions.
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:
1. 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.
2. 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.
3. 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. 4. 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).
5. 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.
6. 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?
a 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.
b. 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. 7. 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.
8. 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.
9. 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!
Project Tips and Templates.
1. The course project should be 12-15 full pages in length, double-spaced.
2. Locate and download the project template from doc-sharing. You must use this for this
project.
3. In Week 4 ? you should complete and submit parts 1-4 above as your initial draft. Your
instructor will provide feedback to let you know if you are on the right track, as well as ideas for
improvement. This is worth 200 points.
4. On Wednesday of Week 8, you should complete and submit the entire project. This is worth
300 additional points. Make any requested changes to sections 1-4, and submit everything as a
new, consolidated assignment.
5. Download the grading rubrics from doc-sharing. This explains how your professor will grade
the draft and the final project.
Be sure to note the deadlines for the draft and the final project! The draft is due at the end of
Week 4. The final project is due on Saturday of Week 8!